Business Management Pre-exam

A mission statement does NOT need to include?

• State what the company does.
• State time frame for completion.
• State where the company is headed.
• State who its customers are.

A short-term objective is generally completed within:

• Ten years.
• Six months to one year.
• One to two years.
• Three to five years.

All decisions are made at headquarters or according to the company's policy and procedures. The PRIMARY advantage of this approach is

• Reduces staffing and operating costs.
• Leads to higher levels of employee satisfaction.
• Enables customer problems to be handled quickly.
• Makes it easy to recruit branch manager who can work within procedures.

An employee who implements HRIS reports to both the CIO and the senior vice president of human resources. This is an example of what type of organizational structure?

• Functional
• Divisional
• Matrix
• Task

An organization has a large talent pool would consider this situation a(n)?

• Strength
• Weakness
• Opportunity
• Threat

By defining its organizational values, an organization:

• Avoids ethical complications.
• Will be in compliance with employment laws.
• Demonstrates what employees must do to succeed in the company.
• Provides a guideline for employee behavior.

How does the matrix organizational structure work?

• Employees are assigned three or more superiors.
• There is a unity of command.
• Focus on the functional accountability.
• Two organization structures exist at the same time.

When an HR department screens a large amount of information to detect emerging trends that will affect the supply of labor, it is engaging in:

• Intelligence.
• Industrial espionage.
• Benchmarking.
• Environmental scanning.

Which of the following describes the competitive strategies of an organization committed to differentiation?

• Controlling costs.
• Positioning unique product characteristics.
• Exploiting economies of scale.
• Formalizing policies and procedures.

HR can best prepare for a strategic role by:

• Enhancing its ability to demonstrate return on HR Capital investment.
• Expanding the size of the HR department.
• Focusing on ways to cut personnel costs throughout the organization.
• Centralizing HR functions for greater control.