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1 | |
Strategic human resource management refers to the pattern of planned human resource developments and activities intended to enable an organization to achieve its goals. |
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| | A) | True |
| | B) | False |
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2 | |
During which of these phases, the strategic planning group decides on a strategic direction? |
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| | A) | Strategy implementation |
| | B) | Strategy evaluation |
| | C) | Strategy formulation |
| | D) | Strategy control |
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3 | |
Strategic human resource management (SHRM) can be thought of as: |
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| | A) | A militaristic type deployment of company sales persons into competitor markets. |
| | B) | A planned deployment of employees who are appropriately skilled to help achieve organizational goals. |
| | C) | To engage a cost differentiation strategic focus to gain greater market share from competitors. |
| | D) | Acquiring reconnaissance intelligence about the size of competitors' CEO compensation packages. |
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4 | |
Which of these linkages represents the lowest level of integration between the HR function and the strategic management function? |
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| | A) | Two-way linkage |
| | B) | Integrative linkage |
| | C) | One-way linkage |
| | D) | Administrative linkage |
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5 | |
In which of these, the HR function's attention is focused on day-to-day activities? |
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| | A) | Integrative linkage |
| | B) | Administrative linkage |
| | C) | One-way linkage |
| | D) | Two-way linkage |
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6 | |
A firm's strategic management decision making process usually takes place at its first-line supervisory level. |
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| | A) | True |
| | B) | False |
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7 | |
Which of these is not a relevant component to strategy formulation? |
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| | A) | Mission |
| | B) | Strategic choice |
| | C) | Human resource practices |
| | D) | External analysis |
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8 | |
During strategy formulation, assessment of the organization's internal strengths and weaknesses should focus on both _______ and ______ aspects of resource availability. |
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| | A) | quantity and quality |
| | B) | short-term and long-term |
| | C) | line and staff |
| | D) | corporate and operational |
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9 | |
Internal analysis attempts to identify the organization's |
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| | A) | strengths and threats. |
| | B) | threats and opportunities. |
| | C) | opportunities and weaknesses. |
| | D) | strengths and weaknesses. |
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10 | |
According to research, majority of the companies have fully integrated HRM into the strategy formulation process. |
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| | A) | True |
| | B) | False |
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11 | |
With an integrative linkage, strategic planners consider all the people-related business issues before making a strategic choice. |
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| | A) | True |
| | B) | False |
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12 | |
It is estimated that over _____ of the total growth in U.S. GNP between 1943 and 1990 was the result of increases in human capital. |
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| | A) | one-fourth |
| | B) | one-third |
| | C) | one-half |
| | D) | three-fourth |
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13 | |
All of these variables should be considered in strategy implementation except |
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| | A) | task design. |
| | B) | selection, training, and development of people. |
| | C) | system control. |
| | D) | reward systems. |
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14 | |
HRM has primary responsibility for all of these implementation variables except |
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| | A) | task design. |
| | B) | people. |
| | C) | reward systems. |
| | D) | organization structure. |
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15 | |
Which of these refers to the process of getting detailed information about jobs? |
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| | A) | Job design |
| | B) | Job analysis |
| | C) | Pay structure |
| | D) | Performance management |
| | E) | KSAs |
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16 | |
Which of these is the process of defining the way work will be performed and the tasks that will be required in a given job? |
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| | A) | Job design |
| | B) | Job description |
| | C) | Job analysis |
| | D) | Job skills |
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17 | |
________ is the process of seeking applicants for potential employment. |
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| | A) | Selection |
| | B) | Recruitment |
| | C) | Testing |
| | D) | Job design |
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18 | |
Selection is the process through which the organization seeks applicants for potential employment. |
|
| | A) | True |
| | B) | False |
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19 | |
Which of these refers to a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees? |
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| | A) | Training |
| | B) | Job design |
| | C) | Development |
| | D) | Performance management |
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20 | |
Which of these strategies, according to Michael Porter, is achieved by constructing efficient large-scale facilities, by reducing costs through capitalizing on the experience curve, and by controlling overhead costs? |
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| | A) | Differentiation |
| | B) | Growth |
| | C) | Overall cost leadership |
| | D) | Downsizing |
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21 | |
According to Michael Porter, competitive advantage stems from a company being able to create value in its production process. |
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| | A) | True |
| | B) | False |
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22 | |
Role behaviors are the behaviors required of an individual in his or her role as a job holder in a social work environment. |
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| | A) | True |
| | B) | False |
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23 | |
_______ strategy is a focus on new market and product development, innovation, and joint ventures. |
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| | A) | Divestment |
| | B) | Internal growth |
| | C) | External growth |
| | D) | Concentration |
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24 | |
Which of these refer to the planned elimination of large numbers of personnel? |
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| | A) | Internal analysis strategies |
| | B) | Mergers |
| | C) | Concentration strategies |
| | D) | Downsizing |
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25 | |
According to research, downsizing is far from universally successful for achieving the goals of increased productivity and increased profitability. |
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| | A) | True |
| | B) | False |
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26 | |
Which of these is not an opportunity emerging from downsizing? |
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| | A) | It allows the company to "get rid of dead wood". |
| | B) | It can demonstrate to top-management decision makers' the value of the company's human resources to its ultimate success. |
| | C) | Downsizing through early retirement program, essentially reduce the work force with a "grenade" approach. |
| | D) | It is a unique opportunity to change an organization's culture. |
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27 | |
Intended strategies consist of the strategies that evolve from the grass roots of the organization and can be thought of as what organizations actually do. |
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| | A) | True |
| | B) | False |
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28 | |
Which of these strategies are the results of the rational decision-making process used by top-level managers as they develop a strategic plan? |
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| | A) | Intended strategies |
| | B) | Dependent strategies |
| | C) | Emergent strategies |
| | D) | Competitive strategies |
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29 | |
The strategies that evolve from the grass roots of the organization and can be thought of as what organizations actually do are referred to as |
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| | A) | dependent strategies |
| | B) | intended strategies. |
| | C) | regulatory strategies. |
| | D) | emergent strategies. |
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30 | |
Which of these HR competencies calls for making logical decisions that support the company's strategic plan based on the most accurate information possible? |
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| | A) | Business competence |
| | B) | Integration competence |
| | C) | Professional and technical knowledge |
| | D) | Management of change processes |