Question 1

A course of action that a firm can pursue to achieve its strategic aims is known as a ________.

Accepted Answer

A) vision 
B) goal 
C) strategy 
D) mission 
A) vision 
B) goal 
C) strategy 
D) mission C

Question 2

According to recent studies, high-performance work organizations recruit more job candidates, use more selection tests, and spend many more hours training employees.

Accepted Answer

A) True 
 B)False  True

Question 3

HR scorecards present managers with desktop graphs and charts of how a firm's HR strategies compare to those of other firms in the same industry.

Accepted Answer

A) True 
 B)False  False

Question 4

Which of the following refers to any factors that allow a company to differentiate its product or service from those of its competitors to increase market share?

Accepted Answer

A) functional strategy 
B) competitive advantage 
C) distinctive competency 
D) related diversification 
A) functional strategy 
B) competitive advantage 
C) distinctive competency 
D) related diversification

Question 5

Which term indicates the course of action for getting from where you are to where you want to go?

Accepted Answer

A) goal 
B) plan 
C) proposition 
D) assessment 
A) goal 
B) plan 
C) proposition 
D) assessment

Question 6

Which of the following provides a summary of a firm's intended direction and shows, in broad terms, "what we want to become"?

Accepted Answer

A) mission statement 
B) strategic plan 
C) vision statement 
D) marketing plan 
A) mission statement 
B) strategic plan 
C) vision statement 
D) marketing plan

Question 7

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors a company needs to achieve its strategic aims is known as ________.

Accepted Answer

A) strategic human resource management 
B) human resource performance systems 
C) high-performance personnel management 
D) personnel management by objectives 
A) strategic human resource management 
B) human resource performance systems 
C) high-performance personnel management 
D) personnel management by objectives

Question 8

Which of the following activities most likely indicates that a firm is implementing a vertical integration strategy?

Accepted Answer

A) selling unprofitable divisions 
B) producing raw materials 
C) aggressively selling a new product 
D) purchasing a competitor's firm 
A) selling unprofitable divisions 
B) producing raw materials 
C) aggressively selling a new product 
D) purchasing a competitor's firm

Question 9

The specific human resource policies and practices used to support a firm's strategic goals are known as human resource strategies.

Accepted Answer

A) True 
 B)False

Question 10

Strategy is a course of action.

Accepted Answer

A) True 
 B)False

Question 11

All of the following are commonly addressed in an HR audit EXCEPT ________.

Accepted Answer

A) exempt workers 
B) job descriptions 
C) accounting expenses 
D) workers' compensation benefits 
A) exempt workers 
B) job descriptions 
C) accounting expenses 
D) workers' compensation benefits

Question 12

Benchmarking indicates the extent to which a firm's HR practices are helping to accomplish long-term strategic goals.

Accepted Answer

A) True 
 B)False

Question 13

________ involves setting objectives, making forecasts, reviewing alternative courses of action, evaluating options and implementing the plan.

Accepted Answer

A) The management planning process 
B) Financial auditing 
C) Employee testing 
D) Employee benchmarking 
A) The management planning process 
B) Financial auditing 
C) Employee testing 
D) Employee benchmarking

Question 14

John is a manager is looking at HR scorecard data through a ________, which presents the manager with desktop graphs and charts, showing a computerized picture of how the company is doing on all the metrics from the HR scorecard process.

Accepted Answer

A) digital dashboard 
B) strategy map 
C) HR audit 
D) mission plan 
A) digital dashboard 
B) strategy map 
C) HR audit 
D) mission plan

Question 15

Identify the three levels of strategic planning and describe the function of each level. What is the relationship between human resource strategy and a firm's strategic plans?

Accepted Answer

The three levels are corporate-level, bu

Question 16

The use of human resource metrics is essential for ________.

Accepted Answer

A) management by objectives 
B) emergent employee behaviors 
C) corporate-level strategies 
D) evidence-based management 
A) management by objectives 
B) emergent employee behaviors 
C) corporate-level strategies 
D) evidence-based management

Question 17

Which of the following is NOT part of the basic managerial planning?

Accepted Answer

A) evaluation of best options 
B) establishment of clear objectives 
C) implementation of the plan 
D) building corporate hierarchies 
A) evaluation of best options 
B) establishment of clear objectives 
C) implementation of the plan 
D) building corporate hierarchies

Question 18

Strategic management focuses more on translating a mission into goals than on the functions of organizing, staffing, and controlling.

Accepted Answer

A) True 
 B)False

Question 19

The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n)________.

Accepted Answer

A) evaluation system 
B) HR scorecard 
C) appraisal system 
D) evaluation benchmark 
A) evaluation system 
B) HR scorecard 
C) appraisal system 
D) evaluation benchmark

Question 20

Which of the following is a simple guide used to compile relevant information about a company's environment including economic, competitive, and political trends that may affect a firm?

Accepted Answer

A) workforce requirement matrix 
B) environmental scan worksheet 
C) external resource system table 
D) potential globalization network 
A) workforce requirement matrix 
B) environmental scan worksheet 
C) external resource system table 
D) potential globalization network

A course of action that a firm can pursue to achieve its strategic aims is known as a ________.

According to recent studies, high-performance work organizations recruit more job candidates, use more selection tests, and spend many more hours training employees.

HR scorecards present managers with desktop graphs and charts of how a firm's HR strategies compare to those of other firms in the same industry.

Which of the following refers to any factors that allow a company to differentiate its product or service from those of its competitors to increase market share?

Which term indicates the course of action for getting from where you are to where you want to go?

Which of the following provides a summary of a firm's intended direction and shows, in broad terms, "what we want to become"?

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors a company needs to achieve its strategic aims is known as ________.

Which of the following activities most likely indicates that a firm is implementing a vertical integration strategy?

The specific human resource policies and practices used to support a firm's strategic goals are known as human resource strategies.

Strategy is a course of action.

All of the following are commonly addressed in an HR audit EXCEPT ________.

Benchmarking indicates the extent to which a firm's HR practices are helping to accomplish long-term strategic goals.

________ involves setting objectives, making forecasts, reviewing alternative courses of action, evaluating options and implementing the plan.

John is a manager is looking at HR scorecard data through a ________, which presents the manager with desktop graphs and charts, showing a computerized picture of how the company is doing on all the metrics from the HR scorecard process.

Identify the three levels of strategic planning and describe the function of each level. What is the relationship between human resource strategy and a firm's strategic plans?

The use of human resource metrics is essential for ________.

Which of the following is NOT part of the basic managerial planning?

Strategic management focuses more on translating a mission into goals than on the functions of organizing, staffing, and controlling.

The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n)________.

Which of the following is a simple guide used to compile relevant information about a company's environment including economic, competitive, and political trends that may affect a firm?

Introduction to Human Resource Management

Equal Opportunity and the Law

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters

Exam 3: Human Resource Management Strategy and Analysis

A course of action that a firm can pursue to achieve its strategic aims is known as a ________.

According to recent studies, high-performance work organizations recruit more job candidates, use more selection tests, and spend many more hours training employees.

HR scorecards present managers with desktop graphs and charts of how a firm's HR strategies compare to those of other firms in the same industry.

Which of the following refers to any factors that allow a company to differentiate its product or service from those of its competitors to increase market share?

Which term indicates the course of action for getting from where you are to where you want to go?

Which of the following provides a summary of a firm's intended direction and shows, in broad terms, "what we want to become"?

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors a company needs to achieve its strategic aims is known as ________.

Which of the following activities most likely indicates that a firm is implementing a vertical integration strategy?

The specific human resource policies and practices used to support a firm's strategic goals are known as human resource strategies.

Strategy is a course of action.

All of the following are commonly addressed in an HR audit EXCEPT ________.

Benchmarking indicates the extent to which a firm's HR practices are helping to accomplish long-term strategic goals.

________ involves setting objectives, making forecasts, reviewing alternative courses of action, evaluating options and implementing the plan.

John is a manager is looking at HR scorecard data through a ________, which presents the manager with desktop graphs and charts, showing a computerized picture of how the company is doing on all the metrics from the HR scorecard process.

Identify the three levels of strategic planning and describe the function of each level. What is the relationship between human resource strategy and a firm's strategic plans?

The use of human resource metrics is essential for ________.

Which of the following is NOT part of the basic managerial planning?

Strategic management focuses more on translating a mission into goals than on the functions of organizing, staffing, and controlling.

The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n)________.

Which of the following is a simple guide used to compile relevant information about a company's environment including economic, competitive, and political trends that may affect a firm?

Introduction to Human Resource Management

Equal Opportunity and the Law

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters