Question 1

Changes in U.S.demographics affects all of the following EXCEPT

Accepted Answer

A)  consumer demand for products and services. 
B)  employee desire to have traditional, stable workplace policies and practices. 
C)  the need for creative and flexible management. 
D)  the number and quality of potential employees. 
A)  consumer demand for products and services. 
B)  employee desire to have traditional, stable workplace policies and practices. 
C)  the need for creative and flexible management. 
D)  the number and quality of potential employees.

Question 2

It is rare for U.S.firms to offshore work such as service delivery because this work requires different skill sets than those held by employees available overseas.

Accepted Answer

A) True 
 B)False

Question 3

Beyond the upfront costs,voluntary separation programs often have the following drawback

Accepted Answer

A)  some employees with needed skill sets will take the voluntary separation option. 
B)  the method is viewed as less "humane" than layoffs with severance pay. 
C)  this method is often too slow to generate a large number of immediate separations. 
D)  the enhancement of the paternalistic culture of the organization leads employees to feel a sense of entitlement 
A)  some employees with needed skill sets will take the voluntary separation option. 
B)  the method is viewed as less "humane" than layoffs with severance pay. 
C)  this method is often too slow to generate a large number of immediate separations. 
D)  the enhancement of the paternalistic culture of the organization leads employees to feel a sense of entitlement

Question 4

The Wickham County Hospital is the only full-service hospital providing care in Wickham County.The population of Wickham Country has been increasing by 10 percent a year the last two years,and projections are that the population will grow even more rapidly in the next ten years.To serve the increased need,next year the hospital will open a new wing doubling the number of beds in the hospital.The HR planning for next year must include all of the following EXCEPT

Accepted Answer

A)  analysis of the current employees' knowledge, skills and abilities. 
B)  predicting the qualifications employees will need for the additional jobs. 
C)  predicting the number of new employees needed in each job to staff the new wing. 
D)  what actions to take in the event of a talent surplus in the next 12 months. 
A)  analysis of the current employees' knowledge, skills and abilities. 
B)  predicting the qualifications employees will need for the additional jobs. 
C)  predicting the number of new employees needed in each job to staff the new wing. 
D)  what actions to take in the event of a talent surplus in the next 12 months.

Question 5

The ability of an organization to compete with other organizations for a sufficient supply of human resources with the appropriate capabilities is

Accepted Answer

A)  evidence of organizational efficiency. 
B)  an indicator of the HR function's effectiveness. 
C)  governed by the ability to offer job security. 
D)  one input to the environmental scanning process. 
A)  evidence of organizational efficiency. 
B)  an indicator of the HR function's effectiveness. 
C)  governed by the ability to offer job security. 
D)  one input to the environmental scanning process.

Question 6

A major issue in the modern workplace is that interesting and challenging assembly line jobs have been deskilled into monotonous and repetitive jobs.

Accepted Answer

A) True 
 B)False

Question 7

A major cause of mergers and acquisitions failing to improve shareholder value is poorly-addressed HR issues.

Accepted Answer

A) True 
 B)False

Question 8

As director of HR for a large regional car dealership with 10 locations,Ed must calculate the potential return on investment (ROI)of implementing a new training program to improve car salespersons' effectiveness in convincing new car buyers to finance the car through the dealership.In order to calculate the ROI of the new training program,he needs to collect all of the following data EXCEPT

Accepted Answer

A)  the cost of developing and implementing the new training program. 
B)  the dollar value of potential additional new car financing through the dealership in the year following the training program. 
C)  the costs of running update seminars on the new methods for salespersons for one year following the initial training. 
D)  the cost of outsourcing training programs for car salespersons. 
A)  the cost of developing and implementing the new training program. 
B)  the dollar value of potential additional new car financing through the dealership in the year following the training program. 
C)  the costs of running update seminars on the new methods for salespersons for one year following the initial training. 
D)  the cost of outsourcing training programs for car salespersons.

Question 9

Why is strategic HR management essential for organizational success?

Accepted Answer

Strategic HR management is the use of em

Question 10

A(n)____ is a formal research effort that evaluates the current state of HR management in an organization.

Accepted Answer

A)  HR audit 
B)  benchmarking study 
C)  human capital return on investment calculation 
D)  utility analysis 
A)  HR audit 
B)  benchmarking study 
C)  human capital return on investment calculation 
D)  utility analysis

Question 11

Which of the following statements is TRUE about the balanced scorecard approach to measurement of HR performance?

Accepted Answer

A)  The balanced scorecard approach stresses the measurement of qualitative HR contributions rather than rather than tangible or financial contributions of HR. 
B)  The balanced scorecard helps an organization understand the cost/benefit payoffs of its HR activities. 
C)  The balanced scorecard approach eliminates most of the subjectivity involved in measuring the strategic performance of HR in an organization. 
D)  A major advantage of the balanced scorecard approach is the speed with which it can be implemented. 
A)  The balanced scorecard approach stresses the measurement of qualitative HR contributions rather than rather than tangible or financial contributions of HR. 
B)  The balanced scorecard helps an organization understand the cost/benefit payoffs of its HR activities. 
C)  The balanced scorecard approach eliminates most of the subjectivity involved in measuring the strategic performance of HR in an organization. 
D)  A major advantage of the balanced scorecard approach is the speed with which it can be implemented.

Question 12

The management team at Ginx Enterprises is considering opening several branches in European cities.Gina,the vice president of HR,is studying the employment-related laws and regulations of the European Union for all of the following reasons EXCEPT

Accepted Answer

A)  to form the basis of training for managers when the branches open. 
B)  to decide which of Ginx Enterprises' current HR policies and practices must be adapted to the European setting. 
C)  to prepare for the turbulent political and legal systems of Europe. 
D)  to learn what legal compliance issues will be involved with the opening of the branches. 
A)  to form the basis of training for managers when the branches open. 
B)  to decide which of Ginx Enterprises' current HR policies and practices must be adapted to the European setting. 
C)  to prepare for the turbulent political and legal systems of Europe. 
D)  to learn what legal compliance issues will be involved with the opening of the branches.

Question 13

Chipper,the only grandchild of the founder of a successful commercial construction firm has just graduated from a noted university with a Ph.D.in zoology.Chipper is taking a year's research fellowship at the San Diego Zoo to study tiger genetics.The top management positions in the firm have been held by family members since 1911.Chipper's father,a civil engineer,is the present CEO.He is 72 and has recently had heart surgery.The firm usually generates about $300 million in government bridge highway projects per year.Which of the following statements is FALSE?

Accepted Answer

A)  This business has a succession problem. 
B)  Years ago, this firm should have focused on attracting and retaining outsiders with key capabilities. 
C)  A SWOT analysis would reveal lack of talent in the pipeline as a threat. 
D)  It is time for Chipper to get serious and fulfill his family responsibilities. 
A)  This business has a succession problem. 
B)  Years ago, this firm should have focused on attracting and retaining outsiders with key capabilities. 
C)  A SWOT analysis would reveal lack of talent in the pipeline as a threat. 
D)  It is time for Chipper to get serious and fulfill his family responsibilities.

Question 14

All of the following are potential problems of offshoring operations EXCEPT

Accepted Answer

A)  the difficulty of reintegrating the production employees to the U.S. should the offshore location close. 
B)  potential for lower quality production or service-provision by the offshore facility. 
C)  erosion of institutional knowledge in the home country headquarters. 
D)  loss of intellectual talent in the home country headquarters. 
A)  the difficulty of reintegrating the production employees to the U.S. should the offshore location close. 
B)  potential for lower quality production or service-provision by the offshore facility. 
C)  erosion of institutional knowledge in the home country headquarters. 
D)  loss of intellectual talent in the home country headquarters.

Question 15

A strategic approach to HR requires that organizational HR leaders be included in the decision-making process immediately after the executive team has made major strategic changes.

Accepted Answer

A) True 
 B)False

Question 16

When using benchmarking

Accepted Answer

A)  HR managers are able to identify the reasons why HR functions are below standard. 
B)  the resulting statistics are comparable across organizations and industries. 
C)  it is best to compare ratios from year to year. 
D)  it is best to collect the data on an as-needed basis rather than on a rigid time schedule. 
A)  HR managers are able to identify the reasons why HR functions are below standard. 
B)  the resulting statistics are comparable across organizations and industries. 
C)  it is best to compare ratios from year to year. 
D)  it is best to collect the data on an as-needed basis rather than on a rigid time schedule.

Question 17

Companies that follow HR best practices,such as paying high wages and providing employment security,tend to have more positive HR metrics,but little improvement on organizational operational or financial performance compared with organizations that do not follow HR best practices.

Accepted Answer

A) True 
 B)False

Question 18

Beth,the employee development manager at Orcho Dynamics,wants to generate metrics that will help her analyze the efficiency and effectiveness of the company's development programs.Which of the following metrics would be most useful for Beth?

Accepted Answer

A)  HR expenses per FTE 
B)  positions in the organization filled internally 
C)  average tenure of employees 
D)  performance quality of employees in their first year 
A)  HR expenses per FTE 
B)  positions in the organization filled internally 
C)  average tenure of employees 
D)  performance quality of employees in their first year

Question 19

Which of the following is NOT a focus of strategic HR?

Accepted Answer

A)  "macro" view of the organization 
B)  transactional skills 
C)  high-risk planning outlook 
D)  proactive HR systems and practices 
A)  "macro" view of the organization 
B)  transactional skills 
C)  high-risk planning outlook 
D)  proactive HR systems and practices

Question 20

One of the benefits of using independent contractors to offset labor shortages is that these workers can be dismissed when they are no longer needed.

Accepted Answer

A) True 
 B)False

Changes in U.S.demographics affects all of the following EXCEPT

It is rare for U.S.firms to offshore work such as service delivery because this work requires different skill sets than those held by employees available overseas.

Beyond the upfront costs,voluntary separation programs often have the following drawback

The ability of an organization to compete with other organizations for a sufficient supply of human resources with the appropriate capabilities is

A major issue in the modern workplace is that interesting and challenging assembly line jobs have been deskilled into monotonous and repetitive jobs.

A major cause of mergers and acquisitions failing to improve shareholder value is poorly-addressed HR issues.

Why is strategic HR management essential for organizational success?

A(n)____ is a formal research effort that evaluates the current state of HR management in an organization.

Which of the following statements is TRUE about the balanced scorecard approach to measurement of HR performance?

The management team at Ginx Enterprises is considering opening several branches in European cities.Gina,the vice president of HR,is studying the employment-related laws and regulations of the European Union for all of the following reasons EXCEPT

All of the following are potential problems of offshoring operations EXCEPT

A strategic approach to HR requires that organizational HR leaders be included in the decision-making process immediately after the executive team has made major strategic changes.

When using benchmarking

Companies that follow HR best practices,such as paying high wages and providing employment security,tend to have more positive HR metrics,but little improvement on organizational operational or financial performance compared with organizations that do not follow HR best practices.

Beth,the employee development manager at Orcho Dynamics,wants to generate metrics that will help her analyze the efficiency and effectiveness of the company's development programs.Which of the following metrics would be most useful for Beth?

Which of the following is NOT a focus of strategic HR?

One of the benefits of using independent contractors to offset labor shortages is that these workers can be dismissed when they are no longer needed.

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

Changes in U.S.demographics affects all of the following EXCEPT

It is rare for U.S.firms to offshore work such as service delivery because this work requires different skill sets than those held by employees available overseas.

Beyond the upfront costs,voluntary separation programs often have the following drawback

The ability of an organization to compete with other organizations for a sufficient supply of human resources with the appropriate capabilities is

A major issue in the modern workplace is that interesting and challenging assembly line jobs have been deskilled into monotonous and repetitive jobs.

A major cause of mergers and acquisitions failing to improve shareholder value is poorly-addressed HR issues.

Why is strategic HR management essential for organizational success?

A(n)____ is a formal research effort that evaluates the current state of HR management in an organization.

Which of the following statements is TRUE about the balanced scorecard approach to measurement of HR performance?

The management team at Ginx Enterprises is considering opening several branches in European cities.Gina,the vice president of HR,is studying the employment-related laws and regulations of the European Union for all of the following reasons EXCEPT

All of the following are potential problems of offshoring operations EXCEPT

A strategic approach to HR requires that organizational HR leaders be included in the decision-making process immediately after the executive team has made major strategic changes.

When using benchmarking

Companies that follow HR best practices,such as paying high wages and providing employment security,tend to have more positive HR metrics,but little improvement on organizational operational or financial performance compared with organizations that do not follow HR best practices.

Beth,the employee development manager at Orcho Dynamics,wants to generate metrics that will help her analyze the efficiency and effectiveness of the company's development programs.Which of the following metrics would be most useful for Beth?

Which of the following is NOT a focus of strategic HR?

One of the benefits of using independent contractors to offset labor shortages is that these workers can be dismissed when they are no longer needed.

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