MCQ - Mock Exam - SHRM

1. A Human Resource strategy ……………………………………

• Business's overall plan for managing its human capital to align it with its business activities.

• Concerns the long-term direction and goals of a firm and the broad formula by which that firm attempts to require and deploy resources in order to secure and sustain competitive advantage.

• Describing the overarching values and guiding principles adopted in managing people.

• Consisting of the formal procedures and methods used to put HR strategic plans and policies into effect.

“Competitive advantage” as per Michel Porter (1985) best described;

• Stems in the long term when a firm builds ‘core competences’ that are superior to those of its rivals and when it learns faster and applies its learning more effectively than its competitors.

• Is a balance between the exploitation of existing resources and the development of new ones.

• Argue that sustained competitive advantage stems from the acquisition and effective use of bundles of distinctive resources that competitors cannot imitate.

• Arises out of a firm creating the concept of strategy value for its customers. To achieve it, firms select markets in which they can excel and present a moving target to their competitors by continually improving their position.

Jay Barney (1991, 1995) introduced resource based theory (RBT) focusing on four main factors, namely;

• Valuable, Rare, core competences & Non – substitutable

• Valuable, Rare, Imperfectly Imitable & Distinctive capabilities

• Valuable, Rare, Imperfectly Imitable & Non – substitutable

• Valuable, Competitive advantage, Imperfectly Imitable & Non – substitutable

Perspectives of Strategic HRM listed as following

• Universalistic perspective, contingency perspective & Financial perspective.

• Universalistic perspective, contingency perspective & configurational perspective.

• Universalistic perspective, customer perspective & configurational perspective.

• Employee perspective, contingency perspective & configurational perspective.

Factors in the internal environment and their effect on the business/organization

• Organizational Culture, Organization Structure, Management, Assets & Financial Strength

• Organizational Culture, Organization Structure, Management, Human resources & Financial Strength

• Organizational Culture, Profit & cash flow , Management, Assets & Financial Strength

• All of the above.

A rise in the unemployment rate is linked to …………………………

• Political factors

• Economic factors

• Social factors

• legal factors

The passage of a new minimum wage by Congress is an example of what type of external factor

• Political factors

• Economic factors

• Social factors

• Legal factors

Why is it possible for HR to outsource to a lower-cost labor market?

• Because of shift in culture

• Because of shift in law

• Because of the effect of globalization

• Because of recent technological innovation

Which of the following can be the expected changes in HR for “managing talent across borders”?

• Evaluate HR policies and programs to determine which should be applied globally and which should be adapted to each local market.

• Be prepared to learn and understand local laws and customs to remain legally compliant in each market where your organization operates.

• Create effective audit mechanisms to ensure compliance with local laws in each location.

• All of the above

“Clearly define your organization’s culture and core values. Be very intentional about educating your workforce on the shared company culture. Then provide flexibility in the specific tactics to implement that vision in different countries” statement describes one of the main SHRM trend, that would be?

• Global interdependence.

• New ways of working: Virtual teams.

• Managing talent across borders.

• Balancing cultural differences.