Question 1

During an economic downturn,resources (including workers and potential workers)are

Accepted Answer

A)  under-utilized, and organizations seek to increase productivity and lower costs. 
B)  are in short supply, and organizations may be hampered in their ability to grow. 
C)  in over-supply, with the massive numbers of job-seekers making difficult for organizations to locate the most qualified available applicants. 
D)  a glut on the market, which results in inflationary pressures on wages and resource prices. 
A)  under-utilized, and organizations seek to increase productivity and lower costs. 
B)  are in short supply, and organizations may be hampered in their ability to grow. 
C)  in over-supply, with the massive numbers of job-seekers making difficult for organizations to locate the most qualified available applicants. 
D)  a glut on the market, which results in inflationary pressures on wages and resource prices.

Question 2

As the unemployment rate rises,

Accepted Answer

A)  the rate of voluntary turnover increases. 
B)  early retirement plans become less attractive to Baby Boomers. 
C)  people available for work tend to have high qualifications. 
D)  it becomes harder to fill jobs with skilled workers. 
A)  the rate of voluntary turnover increases. 
B)  early retirement plans become less attractive to Baby Boomers. 
C)  people available for work tend to have high qualifications. 
D)  it becomes harder to fill jobs with skilled workers.

Question 3

All of the following are considered HR best practices EXCEPT

Accepted Answer

A)  typing employee pay to successful performance 
B)  talent development so that employees can grow with the organization. 
C)  allowing workforce levels to fluctuate with product/service demand. 
D)  stringent hiring standards. 
A)  typing employee pay to successful performance 
B)  talent development so that employees can grow with the organization. 
C)  allowing workforce levels to fluctuate with product/service demand. 
D)  stringent hiring standards.

Question 4

An expansion of a U.S.firm into a developing country would involve only minor HR activities,because these functions (staffing,compensation,training)are generic.

Accepted Answer

A) True 
 B)False

Question 5

As an ambitious young HR professional,you want to advance to the top HR executive position in your organization by having the perspective and expertise to contribute to the strategic planning process.You should

Accepted Answer

A)  understand the financial aspects of your organization and its key drivers of business success. 
B)  hone your skills in a technical HR area such as compensation or HR information systems. 
C)  become an expert in legal analysis because most HR functions are driven by employment and labor law. 
D)  ask to be transferred into areas of the organization that are proven training grounds for top executives, such as finance and marketing. 
A)  understand the financial aspects of your organization and its key drivers of business success. 
B)  hone your skills in a technical HR area such as compensation or HR information systems. 
C)  become an expert in legal analysis because most HR functions are driven by employment and labor law. 
D)  ask to be transferred into areas of the organization that are proven training grounds for top executives, such as finance and marketing.

Question 6

Clement is the vice-president of HR for a financial services firm than has recently acquired a competitor in the same line of business.The main threat to the smooth integration of the two firms is ___________________ which Clement hopes to break down by continuing the change efforts that were implemented in the early days of the acquisition.

Accepted Answer

A)  lack of knowledge, skills and abilities in the employees in the acquired organization 
B)  continuing disruption of normal work by due diligence investigations 
C)  legally mandated requirements that employees of the acquired company be given severance if they are laid off as a result of the acquisition 
D)  an "us versus them" mentality between the acquiring and acquire firms' employees 
A)  lack of knowledge, skills and abilities in the employees in the acquired organization 
B)  continuing disruption of normal work by due diligence investigations 
C)  legally mandated requirements that employees of the acquired company be given severance if they are laid off as a result of the acquisition 
D)  an "us versus them" mentality between the acquiring and acquire firms' employees

Question 7

An underlying concept of the SWOT analysis approach is that the organization should gather data only on aspects of the environment which are within its power to affect.

Accepted Answer

A) True 
 B)False

Question 8

Perspectivo,Inc.,is implementing formal strategic planning for the first time.The organizational mission has been clarified,and now the next step in the process will be

Accepted Answer

A)  developing supporting functional strategies. 
B)  formulating the organizational strategy. 
C)  analyzing strengths, weaknesses, opportunities and threats. 
D)  establishing goals and objectives. 
A)  developing supporting functional strategies. 
B)  formulating the organizational strategy. 
C)  analyzing strengths, weaknesses, opportunities and threats. 
D)  establishing goals and objectives.

Question 9

Amphityron Services,Inc.,is experiencing a decline in sales,revenue and profits which it predicts will be reversed in less than a year.Amphityron doesn't have enough work to keep its highly-skilled,experienced workforce busy.The VP of HR should consider all of the following actions EXCEPT

Accepted Answer

A)  taking advantage of the downturn to lay off the highest-paid operating employees. 
B)  suspending 401K contributions until the company returns to profitability. 
C)  instituting temporary across-the-board pay cuts. 
D)  offering employees two unpaid vacation days a month until business picks up. 
A)  taking advantage of the downturn to lay off the highest-paid operating employees. 
B)  suspending 401K contributions until the company returns to profitability. 
C)  instituting temporary across-the-board pay cuts. 
D)  offering employees two unpaid vacation days a month until business picks up.

Question 10

The up-front costs of voluntary separation programs include retirement buy-outs to induce more senior employees to leave.

Accepted Answer

A) True 
 B)False

Question 11

Gloriosa Technologies has experienced steady growth in its product lines in the last 20 years.Recently,a new product has become a huge seller,and Gloriosa finds itself short of experienced employees with the needed skill sets.These skills are not available in the labor market because the Gloriosa's production process is unique to it.Until Gloriosa can hire new employees,it should consider all of the following EXCEPT

Accepted Answer

A)  require current employees to work overtime. 
B)  hire contingent employees. 
C)  contact retired Gloriosa employees and persuade them to come back. 
D)  offer current employees retention bonuses for staying with Gloriosa. 
A)  require current employees to work overtime. 
B)  hire contingent employees. 
C)  contact retired Gloriosa employees and persuade them to come back. 
D)  offer current employees retention bonuses for staying with Gloriosa.

Question 12

Which of the following government regulations do NOT affect HR planning?

Accepted Answer

A)  pension laws. 
B)  tax benefits for job-training expenses. 
C)  regulations on the length of the work week. 
D)  reporting requirements for workers' compensation claims. 
A)  pension laws. 
B)  tax benefits for job-training expenses. 
C)  regulations on the length of the work week. 
D)  reporting requirements for workers' compensation claims.

Question 13

What is purpose of the Worker Adjustment and Retraining Notification (WARN)Act?

Accepted Answer

A)  It mandates job retraining for workers who are laid off for economic reasons. 
B)  It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people. 
C)  It requires employers to provide outplacement and severance pay for workers who are terminated in "mass" layoffs. 
D)  It requires that employers contemplating layoffs must contact the Department of Labor 60 days before a mass layoff. 
A)  It mandates job retraining for workers who are laid off for economic reasons. 
B)  It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people. 
C)  It requires employers to provide outplacement and severance pay for workers who are terminated in "mass" layoffs. 
D)  It requires that employers contemplating layoffs must contact the Department of Labor 60 days before a mass layoff.

Question 14

Austin,Texas,is a junior rival of Silicon Valley.The city actively recruits new and established high-tech firms to relocate to Austin.As an HR director for a start-up high-tech firm,what would be most important factor regarding the Austin location in comparison to cities without an existing high-tech sector?

Accepted Answer

A)  exposure to industrial espionage by competing high-tech firms. 
B)  the high salaries commanded by high-tech workers due to the high local demand for them. 
C)  the availability of an existing pool of high-tech workers. 
D)  concern about being "a small fish in a big pond" and thus less likely to get financial support from the city of Austin than if the company would locate in an economically-depressed city. 
A)  exposure to industrial espionage by competing high-tech firms. 
B)  the high salaries commanded by high-tech workers due to the high local demand for them. 
C)  the availability of an existing pool of high-tech workers. 
D)  concern about being "a small fish in a big pond" and thus less likely to get financial support from the city of Austin than if the company would locate in an economically-depressed city.

Question 15

Justine,VP of HR for Perspectivo,Inc.,is concerned that key talent at Vanishing Point,a recently-acquired competitor,will quit.She plans to institute all of the following programs to help retain these employees EXCEPT

Accepted Answer

A)  giving across-the-board bonuses to all Vanishing Point employees who stay with Prospectivo for one year. 
B)  giving retention bonuses to key Vanishing Point employees. 
C)  giving key Vanishing Point employees special assignments. 
D)  setting up employee hotlines for Vanishing Point employees who have questions and concerns about the acquisition. 
A)  giving across-the-board bonuses to all Vanishing Point employees who stay with Prospectivo for one year. 
B)  giving retention bonuses to key Vanishing Point employees. 
C)  giving key Vanishing Point employees special assignments. 
D)  setting up employee hotlines for Vanishing Point employees who have questions and concerns about the acquisition.

Question 16

The conduct of a due diligence investigation is one of the legal requirements HR must comply with before an acquisition of a publicly-traded firm takes place.

Accepted Answer

A) True 
 B)False

Question 17

COBRA is a lifeline for employees who have been laid off because

Accepted Answer

A)  it continues the employee's medical benefits for up to 18 months at the employer's expense. 
B)  the employee is able to continue medical benefits for at least 18 months if he/she pays the cost of the insurance. 
C)  it allows employees to buy into the Medicaid program for up to 18 months. 
D)  it transfers the employee's medical benefits from the employer's group policy to an insurance exchange for a discounted fee for up to 18 months. 
A)  it continues the employee's medical benefits for up to 18 months at the employer's expense. 
B)  the employee is able to continue medical benefits for at least 18 months if he/she pays the cost of the insurance. 
C)  it allows employees to buy into the Medicaid program for up to 18 months. 
D)  it transfers the employee's medical benefits from the employer's group policy to an insurance exchange for a discounted fee for up to 18 months.

Question 18

The return on investment calculation shows the value of expenditures for HR activities.It also shows

Accepted Answer

A)  whether the HR department is effective in meeting organizational goals. 
B)  how long it will take a particular HR activity to pay for itself. 
C)  the value added per each HR staff member. 
D)  human capital value added 
A)  whether the HR department is effective in meeting organizational goals. 
B)  how long it will take a particular HR activity to pay for itself. 
C)  the value added per each HR staff member. 
D)  human capital value added

Question 19

An hourly manufacturing worker transported from the 1960s to 2010 would find that manufacturing work today

Accepted Answer

A)  requires more collaboration skills than in the 1960s. 
B)  is just as monotonous and repetitive as in the 1960s. 
C)  replaces employees manual skills with robotics and automation. 
D)  demands more adaptability to changing conditions than in the 1960s. 
A)  requires more collaboration skills than in the 1960s. 
B)  is just as monotonous and repetitive as in the 1960s. 
C)  replaces employees manual skills with robotics and automation. 
D)  demands more adaptability to changing conditions than in the 1960s.

Question 20

HR metrics examine the HR function and results both within and external to the organization.

Accepted Answer

A) True 
 B)False

During an economic downturn,resources (including workers and potential workers)are

As the unemployment rate rises,

All of the following are considered HR best practices EXCEPT

An expansion of a U.S.firm into a developing country would involve only minor HR activities,because these functions (staffing,compensation,training)are generic.

As an ambitious young HR professional,you want to advance to the top HR executive position in your organization by having the perspective and expertise to contribute to the strategic planning process.You should

An underlying concept of the SWOT analysis approach is that the organization should gather data only on aspects of the environment which are within its power to affect.

Perspectivo,Inc.,is implementing formal strategic planning for the first time.The organizational mission has been clarified,and now the next step in the process will be

Amphityron Services,Inc.,is experiencing a decline in sales,revenue and profits which it predicts will be reversed in less than a year.Amphityron doesn't have enough work to keep its highly-skilled,experienced workforce busy.The VP of HR should consider all of the following actions EXCEPT

The up-front costs of voluntary separation programs include retirement buy-outs to induce more senior employees to leave.

Which of the following government regulations do NOT affect HR planning?

What is purpose of the Worker Adjustment and Retraining Notification (WARN)Act?

Justine,VP of HR for Perspectivo,Inc.,is concerned that key talent at Vanishing Point,a recently-acquired competitor,will quit.She plans to institute all of the following programs to help retain these employees EXCEPT

The conduct of a due diligence investigation is one of the legal requirements HR must comply with before an acquisition of a publicly-traded firm takes place.

COBRA is a lifeline for employees who have been laid off because

The return on investment calculation shows the value of expenditures for HR activities.It also shows

An hourly manufacturing worker transported from the 1960s to 2010 would find that manufacturing work today

HR metrics examine the HR function and results both within and external to the organization.

Human Resource Management in Organizations

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 2: Strategic HR Management and Planning

During an economic downturn,resources (including workers and potential workers)are

As the unemployment rate rises,

All of the following are considered HR best practices EXCEPT

An expansion of a U.S.firm into a developing country would involve only minor HR activities,because these functions (staffing,compensation,training)are generic.

As an ambitious young HR professional,you want to advance to the top HR executive position in your organization by having the perspective and expertise to contribute to the strategic planning process.You should

An underlying concept of the SWOT analysis approach is that the organization should gather data only on aspects of the environment which are within its power to affect.

Perspectivo,Inc.,is implementing formal strategic planning for the first time.The organizational mission has been clarified,and now the next step in the process will be

Amphityron Services,Inc.,is experiencing a decline in sales,revenue and profits which it predicts will be reversed in less than a year.Amphityron doesn't have enough work to keep its highly-skilled,experienced workforce busy.The VP of HR should consider all of the following actions EXCEPT

The up-front costs of voluntary separation programs include retirement buy-outs to induce more senior employees to leave.

Which of the following government regulations do NOT affect HR planning?

What is purpose of the Worker Adjustment and Retraining Notification (WARN)Act?

Justine,VP of HR for Perspectivo,Inc.,is concerned that key talent at Vanishing Point,a recently-acquired competitor,will quit.She plans to institute all of the following programs to help retain these employees EXCEPT

The conduct of a due diligence investigation is one of the legal requirements HR must comply with before an acquisition of a publicly-traded firm takes place.

COBRA is a lifeline for employees who have been laid off because

The return on investment calculation shows the value of expenditures for HR activities.It also shows

An hourly manufacturing worker transported from the 1960s to 2010 would find that manufacturing work today

HR metrics examine the HR function and results both within and external to the organization.

Human Resource Management in Organizations

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters