What system provides employees with an equitable return for their investment of skills and effort?

Management 365 Connect Chapter 16 Test Questions

Transactional HRM activities provide the greatest strategic value to a firm.

Employee relations are part of traditional HRM activities.

A new trend that is consistent with the total quality management philosophy is HR executives moving to a customer-oriented approach while implementing the function.

The basic process of building HR strategy starts with scanning the internal environment.

Business-linked" HR functions begin with identifying major people outcomes.

The analytic approach to evaluating HR effectiveness focuses exclusively on reviewing the various outcomes of the HRM functional areas.

The human resource accounting approach places a dollar value on human resources as if they were physical or financial resources.

Attempting to estimate the financial impact of substance abuse is an example of human resource accounting.

In a generic structure, the HRM function effectively consists of three divisions: the centers for expertise, the field generalists, and the service center.

In strategically designed HR structures, centers for expertise ensure that transactional activities are delivered throughout the organization.

Ensuring that the HRM systems enable the business to execute its strategy is one of the responsibilities of field generalists.

Service centers often leverage information technology to efficiently deliver employee services.

Redesigning the HRM process represents the internal approach to improving HRM effectiveness.

Lack of expertise among outsourced providers is a reason for declining levels of outsourcing in the last couple of years.

One of the main disadvantages of outsourced providers is their inability to learn unique innovations from one company and transfer them to another company.

Information technology applications are a prerequisite for HRM process redesign.

Applying new technology to an inefficient process will improve efficiency or effectiveness.

Reengineering cannot be used to review specific HRM practices such as work design or the performance management system.

A payroll check is issued based on a payment voucher that is generated from the general accounting ledger.

As part of the reengineering process, companies expand a redesigned process to the entire organization without testing it in a controlled setting.

New technologies are current applications of knowledge, procedures, and equipment that have not been used previously.

Decision support systems are designed to help employees solve problems by themselves.

E-HRM capabilities have allowed the focus of HRM functions to move from transactional to transformational concerns and activities.

The role of a strategic advisor of a chief human resource officer (CHRO) entails sharing the people expertise as part of the decision-making process.

Activities focused on identifying workforce morale issues pertain to the role of a chief human resource officer (CHRO) being the leader of the HR function.

Which of the following HRM activities adds the lowest strategic value to a firm?

_____ activities of HRM have the lowest strategic value in a firm.

Which of the following HRM activities adds the highest strategic value to a firm?

Lucas, an HR executive, is responsible for the transactional HRM activities at Coldstore Inc. If he is the sole HR person handling transactional HR activities, which of the following is most likely his responsibility?

Mel heads a team within the HR department that is responsible for the traditional HRM activities. Which of the following activities is Mel likely to be overseeing?

Which of the following strategies includes activities such as selection and compensation?

For an HRM function to become truly strategic in its orientation, it must

adopt a customer-oriented approach.

The first step toward customer orientation is

identifying the customers.

Which of the following meet the needs of both the line managers and the employees by giving employees opportunities to ensure that they increase their human capital, thus providing increased value to the company?

Training and development systems

_____ systems provide employees with an equitable return for their investment of skills and effort.

Which of the following stages involves identifying an increasing immigrant population in a basic HR strategy process?

Scanning the external environment

Examining the need to develop new technologies is part of

identifying strategic business issues.

Since the HR strategy seeks to address business issues, involving _____ can increase the quality of information from which the HR strategy is created.

_____ functions' articulation of people outcomes stems from an analysis of what their functions currently do.

_____ functions have been clearly identified and articulated, and they have aligned their HR activities around people issues and outcomes, but not business issues and outcomes.

_____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.

Which HR strategy begins by identifying the major business needs and issues, considers how people fit in and what people outcomes are necessary, and builds HR systems focused on meeting those needs?

Which of the following is true of the audit approach?

It typically collects key indicators and customer satisfaction measures.

The audit approach to evaluating the effectiveness of HR practices focuses on

reviewing the various outcomes of the HR functional area.

Minority turnover rate is a key indicator of the _____ function of HRM.

equal employment opportunity

Ratio of promotions to number of employees is a key indicator of the _____ function of HRM.

Assistance provided to line managers in handling grievances is a customer satisfaction measure used in the _____ function of HRM.

Which of the following approaches focuses on determining whether the introduction of a program or practice has the intended effect?

The _____ approach attempts to place a dollar value on human resources as if they were physical resources.

human resource accounting

The cost-benefit analysis approach that estimates the financial impact of employee behavior such as absenteeism is called _____.

Which of the following is human resource accounting likely to include?

Fouad works at Ante Inc. He is responsible for conducting cost-benefit analyses of different functions performed at Ante. If Fouad's current task is to conduct a utility analysis, which of the following factors is he likely to asses through it?

Gains from selection programs

Which of the following is true about improving HRM effectiveness?

Focusing more on transformational work is likely to result in higher strategic value to the firm.

Which of the following represents a traditional structure of HRM function?

Functional directors reporting to the VP of HRM

A _____ consists of functional specialists in the traditional areas of HRM such as recruitment and selection.

Trayvon, an HR personnel at Wood Inc., is a functional specialist dealing with compensation. He also works as a consultant in the development of systems and processes to be used at Wood. If Wood follows the recent generic structure of HRM function, Trayvo

Which of the following represents the recent generic structure of HRM function?

HRM generalists with dual reporting relationships

Which of the following is true of field generalists within the recent generic HR structure?

They are responsible for helping line executives strategically address people issues.

Maria works in the HR department at Cloud Zero Inc. She is responsible for helping the line executives strategically address people issues. She has a dual reporting relationship with Jose, the head of HRM, and Gigi, the head of the line business. Maria is

Which of the following is true about the employees of the service center within the recent generic HR structure?

They consist of individuals who ensure that the transactional activities are delivered throughout the organization.

The _____ consists of individuals who often leverage information technology to efficiently deliver employee services.

The generic structure of HRM functions is likely to result in

service centers focusing on efficient delivery of basic services across units.

_____ involves contracting with an outside domestic vendor to provide a product or service to a firm, as opposed to producing the product using employees within the firm.

A firm is most likely to outsource services when

the effectiveness of services produced internally is less than that produced offshore.

The most likely activities to be outsourced include _____ activities.

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality are called _____.

Which of the following is true about the reengineering process?

Product or service cost will increase if new technology is applied to an inefficient process.

Which of the following is the initial step in the reengineering process?

Which of the following corresponds to identifying the process stage of the reengineering process?

Asking process owners to be part of the team

Which of the following corresponds to the stage of understanding the process during reengineering?

Considering whether jobs can be combined

Analyzing data redundancy, special cases, and exceptions is part of _____ the process during reengineering.

Which of the following steps in reengineering involves conducting surveys?

Understanding the process

_____ show the types of information used within a business function and the association among the different types of information.

Data-entity relationship diagrams

Which of the following is true of cost-benefit analysis?

It compares the expense of completing a task with and without an automated system.

Which of the following steps in reengineering involves trying out the process by testing it in a limited, controlled setting?

_____ are problem-solving systems, which usually include a "what if" feature that allows users to see how outcomes change when assumptions or data change.

_____ is a computer system incorporating the decision rules of people deemed to have specialized knowledge in a certain area.

Technology has freed HR managers from day-to-day activities to focus more on _____ activities.

Knowing the company's strategic plan and understanding the company's financial capabilities is part of the _____ competence required by HR professionals.

Up-to-date knowledge on new selection techniques, performance appraisal methods, training programs, and incentive plans is part of the _____ competence required by HR professionals.

professional-technical knowledge

Diagnosing problems and evaluating results are part of the _____ competence required by HR professionals.

management of change processes

Which of the following competencies of HR professionals requires a generalist perspective, although specialist knowledge is necessary, in making decisions?

Which of the following represents the role of a strategic advisor played by a chief human resource officer (CHRO)?

Sharing the people expertise as part of the decision-making process

A role of the chief human resource officer (CHRO) that focuses on resolving interpersonal or political conflicts among team members is that of a _____.

Mei works as chief human resource officer (CHRO) for an IT firm. When she takes up the function of performance and behavioral counseling, she is playing the role of a _____.

The _____ is the role of a chief human resource officer (CHRO) that focuses on working with HR team members regarding the development, design, and delivery of HR services.

leader of the HR function

Chris is the chief human resource officer (CHRO) of ProPel Inc. In performing the tasks of aligning the HR activities with the needs of the business, Chris is performing the role of a(n) _____.

leader of the HR function

Which of the following roles of a chief human resource officer (CHRO) entails discussions on executive compensation and CEO performance?

Which of the following roles of a chief human resource officer (CHRO) deals with identifying the morale or motivational issues with the employees?

Raulena, an HR manager at Dock Inc., has been promoted as the chief human resource officer (CHRO). When she engages in discussions on the performance of members of the executive leadership team, she is playing the role of a _____.

What is the term generally used for employees sent by a company in one country to manage operations in a different country quizlet?

Which of the following is true of nonunion employers quizlet?

What are the provisions of the National Labor Relations Act that management must avoid violating?

Which of the following is an example of a union unfair labor practice?