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35 Cards in this Set
- Front
- Back
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1. True or false: Strategic human resource management SHRM is a combination of strategic planning and HR planning |
True |
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2. True or false The first step in strategic planning of a firm involves establishing a mission, vision, and values for the firm |
True |
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3. True or false: An internal analysis enables strategic decision makers to assess an organization's work force - its skills, cultural beliefs, and values |
True |
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4. The mission of a company: A. Is used for the systematic monitoring of its external opportunities B. Is the basic purpose of company C. Is the strong enduring believe used by the company to make decisions D. Provides a perspective on where the company is headed. |
B. Is the basic purpose of company |
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5. The systematic, regular monitoring of major external forces influencing an organization is called: A. Demand forecasting B. Environmental scanning C. Exception reporting D. Influence analysis |
B. Environmental scanning |
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6. At the fundamental level, a firm strategy should focus on creating value for: A. Resellers B. Suppliers C. Customers D. Subordinates |
C. Customers |
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7. Integrated knowledge sets within an organization that distinguishes it from its competitors and deliver value to customers are known as: A. Individual competencies B. Core capabilities C. Human capital D. Organizational competencies |
B. Core capabilities |
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8. When the knowledge, skills, and abilities of a firm's human resources are not equally available to its competitors, these resources are considered to be: A. Impossible to imitate B. Devalued C. Common D. Rare |
D. Rare |
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9. A ___(blank)___ is a measurement framework that helps managers translate strategic goals into operational objectives: A. Benchmark B. Trend analysis C. Balanced scorecard D. Cultural audit |
C. Balanced scorecard |
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10. The capacity of an organization to continually ask and change in pursuit of sustainable competitive advantage is known as: A. Coordination flexibility B. Predicted capability C. Organizational capability D. Turnover flexibility |
C. Organizational capability |
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11. Which of the following is not a cell of the balanced scorecard model? A. Financial B. Turnover C. Customers D. Process |
B. Turnover |
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12. The first step in strategic planning involves: A. Analyzing the competition B. Interviewing potential employees C. Reviewing failed plans from the past in order to improve employee turnover rate D. Establishing in mission, vision, and value for an organization |
D. Establishing in mission, vision, and value for an organization |
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13. True or false: A Human Resource Information System (HRIS) provides current and accurate data for control and decision making by manager |
True |
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14. True or false: Human capital is owned by an organization and as part of its core competencies |
False |
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15. True or false Human capital is intangible, but I can still be managed the way organizations manage jobs, products, and technologies. |
False |
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16. True or false Method of reducing labor costs include downsizing, outsourcing, and employee leasing |
True |
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17. True or false An HR manager is typically expected to function as an in-house consultant to supervisors, managers, and executives. |
True |
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18. True or false HR managers can establish personal credibility by developing good relationships with people both internal and external to a firm |
True |
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19. The ___(blank)___ is the first major trade agreement of the 20th century to establish rules and guidelines for global commerce. A. NAFTA ( North American Free Trade Agreement) B. GATT (General Agreement on Tariffs and Trade) C. FTAA (Free Trade Area of the Americas) D. APEC (Asia Pacific Economic Cooperation) |
B. GATT (General Agreement on Tariffs and Trade) |
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20. Which of the following is NOT a competitive challenge within the Human Resource Management framework? A. Chamges in the marketplace B. Globalization C. Technology D. Employee rights |
D. Employee rights |
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21. The first step in choosing an HRIS is for the HR personnel to: A. Evaluate the most time-consuming tasks B. Examine the user friendliness of the software C. Calculator cost savings in using the HRIS D. Calculate the time required to train the HR staff |
A. Evaluate the most time-consuming tasks |
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22. ___( blank)____ is closely related to corporate social responsibility A. Downsizing B. Furloughing C. Sustainably D. Offshoring |
C. Sustainably |
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23. Organizational changes are said to be ___(blank)___ when external forces have already affected the organization's performance. A. Proactive B. Intentional C. Reactive D. Negative |
C. Reactive |
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24. ___(blank)___ is the process of moving jobs closer to one's home country. A. Nearshoring B. outsourcing C. Homeshoring D. Furloughing |
A. Nearshoring |
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25. The knowledge, skills, and capabilities of individuals that have a tremendous impact on an organization's performance but do not show up directly on its balance sheet are known as: A. Intellectual capital B. human capital C. core capital D. employee capital |
B. Human capital |
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26. Have to find ways to empower employees and encourage their participation and involvement to more fully utilize human capital because: A. Employees are required cut down on administrative costs B. Firms are moving away from team-based structures C. Employee skills often go unused D. managers want to avoid competing through people |
C. Employee skills often go unused |
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27. Identities of companies are being blurred due to the effect of A. globalization B. near shoring C. downsizing D. Furloughing |
A. Globalization |
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28. Which of the following is not a characteristic of organizations that have been successful in engineering change? A. Linking the change to business strategy B. Engaging key employees early in the change process C. Investing in the implementation of change D. Engaging suppliers only after making changes |
D. Engaging suppliers only after making changes |
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29. A method of containing costs that allows a Professional Employer Organization (PEO), typically a larger company, to take over the smaller company's HR tasks and become a coemployer to its employees is known as ___(blank)___. A. Outsourcing B. Employee leasing C. Furloughing D. Nearshoring |
B. Employee leasing |
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30. Managers are concerned that the expertise of employees will be rapidly drained from their companies because: A. Recruitment of minorities is increasing B. Large portions of American workers are nearing retirement C. Older workers are becoming more resistant to flexible work hours D. Older workers are increasing behaving like free agents |
B. Large portions of American workers are nearing retirement |
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31. ___(blank)___ requires an understanding of an organization's customers and economic and financial capabilities to help them achieve its strategic direction and adjust it as needed. A. Change mastery B. HR mastery C. Business mastery D. Personal credibility |
C. Business mastery |
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32. Which of the following is not a general responsibility of the HR manager? A. Employee supervision B. Strategic advice and counsel C. Policy formulation and implementation D. Employee advocacy |
A. Employee supervision |
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33. Human capital is ___(blank)___ and ___(blank)___ be managed the way organizations manage jobs, products, and technologies. A. Tangible; cannot B. Tangible; can C. Intangible; cannot D. Intangible; can |
C. Intangible; cannot |
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34. Hiring someone outside the company to perform tasks they could be done internally is known as: ______ |
Outsourcing (Not multiple choice) |
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35. ______ is closely related to corporate social responsibility. |
Sustainability |
