WorksheetsTrắc nghiệm HRM
Total questions: 61
Worksheet time: 31mins
Strategic HR Management includes all but the following:
financial planning.
training and development.
performance management.
recruiting talent.
What statement is true regarding HR roles and skills?
analytical skills are needed to evaluate the effectiveness of HR practices.
focus should be on current operations.
benefits and payroll administration is an increasing responsibility.
none of the above are true.
In the next decade all of the following competitive challenges that companies face will increase the importance of human resource management except
global challenge – thách thức toàn cầu
meeting stakeholders needs – đem lại lợi nhuận cho các bên liên quan
quality challenge
high-performance work system challenge – thay đổi hệ thống làm việc có năng suất cao
Quality is defined as
company’s quality department
the extent to which a product or service satisfies standards established by the company’s management team
the extent to which a product or service satisfies standards established by the company’s engineering function
the extent to which a product or service satisfies the customer’s requirements.
Traditionally, U.S. companies have attempted to ensure quality by
designing quality into a product as it is produced
motivating employees to produce quality products through the use of bonus plans
inspecting products following their production
measuring the number sold divided by the number of customer returns
What is the name of the process in which the goal is to allocate an organization’s resources in order to provide competitive advantage?
Strategy formulation
Strategy implementation
Strategic planning
Strategic management
The process of defining the firm’s mission and goals, its external opportunities and threats, and its internal strengths and weaknesses in an effort to generate various strategic alternatives is known as
strategy formulation.
strategy implementation.
strategic planning.
strategic management.
The process that involves structuring the organization, allocating resources, hiring skilled employees, and developing appropriate reward systems is known as
strategy formulation
strategy implementation
strategic planning.
strategic management.
Information about human resource capabilities allows the organization’s managers to:
choose the best strategy.
consider the downside of each strategic alternative.
realign HR practices.
gain a competitive advantage.
Which of the following is not related to an organization’s mission statement?
It specifies the customers served.
It identifies the technology to be used.
It recognizes the values received by the customer.
It attempts to maximize stockholder wealth.
An example of an organizational “opportunity” is
technological advances that can aid the firm.
customer markets that are being served.
training current employees.
new competitors entering the market.
Which of the following illustrates a “threat” facing an organization?
Customer markets not being served
Pending legislation that might help the firm
New competitors entering the market
Labor pools that have not been tapped
What term describes the way the firm will attain its mission and long-term goals?
Strategic implementaion
Strategic management
Strategic formulation
Strategic choice
Which of the following is not a level of integration that can exist between the HR and strategic management functions?
Administrative linkage
Two-way linkage
Integrative linkage
Executive linkage
HR focuses attention on day-to-day activities of the organization in which level of integration?
Administrative linkage
One-way linkage
Two-way linkage
Integrative linkage
Which level of integration often leads to strategic plans that the firm cannot successfully implement?
Administrative linkage
One-way linkage
Two-way linkage
Integrative linkage
What level of integration involves consideration of HR issues in the strategy formulation process?
Administrative linkage
One-way linkage
Two-way linkage
Integrative linkage
Integrative linkage is
dynamic and multifaceted, based on continuing rather than sequential interaction.
dynamic and multifaceted, based on sequential rather than continuing interaction.
simple, based on a single rather than continuing interaction.
simple, based on a continuing rather than single interaction.
In which level of integration do strategic planners consider people-related business issues when making a strategic decision?
Administrative linkage
One-way linkage
Two-way linkage
Integrative linkage
Research has indicated that few companies exist...?
at the one-way linkage level, with many companies existing at the two-way, administrative, or integrative level.
at either the one-way or two-way linkage levels.
at the administrative level.
at the integrative linkage level.
Which of the following is not one of the five important variables used to determine success in strategy implementation?
Organizational structure
Task design
Reward systems
Customer awareness
The process by which the firm attempts to identify applicants with the knowledge, skills, abilities, and other characteristics necessary to help the firm achieve its goals is known as
selection
recruitment
interviewing
testing
The process that allows employees to improve their ability to meet the challenges of a variety of new jobs is
training
development
learning
acquisition
What type of strategy is used by a firm that focuses on what it does best within established markets?
Concentration
Internal growth
External growth
Divestment
Firms that focus on innovation and joint ventures are following a(n)
concentration strategy
internal growth strategy
external growth strategy
divestment strategy
The HR area most heavily depended on by firms following an internal growth strategy is
compensation
recruitment
training
performance appraisal
When a firm wants to strengthen its market position through the acquisition of new businesses, the firm is following a(n)
concentration strategy
internal growth strategy
external growth strategy
divestment strategy
Firms that seek to scale down their operations are following a(n)
concentration strategy
internal growth strategy
external growth strategy
downsizing strategy
Selection systems ensure that
the needs of both line managers and employees are met by providing employees with development opportunities so they are constantly increasing their human capital.
applicants chosen for employment have the necessary knowledge, skills, and abilities to provide value to the organization.
it is clear to employees what is expected of them and ensure line managers and strategic planners that employee behavior will be in line with the company’s goals.
employees are provided with an equitable return for their investment of skills and effort.
Training and development systems ensure that
applicants chosen for employment have the necessary knowledge, skills, and abilities to provide value to the organization.
the needs of both line managers and employees are met by providing employees with development opportunities so they are constantly increasing their human capital.
it is clear to employees what is expected of them and ensure line managers and strategic planners that employee behavior will be in line with the company’s goals.
employees are provided with an equitable return for their investment of skills and efforts.
Performance management systems ensure that...
applicants chosen for employment have the necessary knowledge, skills, and abilities to provide value to the organization.
the needs of both line managers and employees are met by providing employees with development opportunities so they are constantly increasing their human capital.
it is clear to employees what is expected of them and ensure line managers and strategic planners that employee behavior will be in line with the company’s goals.
employees are provided with an equitable return for their investment of skills and effort.
Reward systems ensure that...
applicants chosen for employment have the necessary knowledge, skills, and abilities to provide value to the organization.
the needs of both line managers and employees are met by providing employees with development opportunities so that they are constantly increasing their human capital.
it is clear to employees what is expected of them and ensure line managers and strategic planners that employee behavior will be in line with the company’s goals.
employees are provided with an equitable return for their investment of skills and effort.
Strategy formulation involves all of the following except...
external analysis
firm performance
internal analysis
strategic choice
What specifies the customers served by an organization, the values received by customers, and the technology to be used?
Contracts
Goals
Internal analysis
Mission
Successful strategy implementation relies on all of the following except...
job analysis
organizational structure
reward systems
training
Which of the following involves a pattern of planned activities designed to enable an organization to achieve its goals?
A vision statement
Strategic human resource management
Strategy formulation
Strategy implementation
In what process are tasks grouped into particular jobs?
Job analysis
Internal analysis
External analysis
Job design
Jobs in functional organizations tend to...
have much decision-making authority
be broad based and rapidly changing
be more holistic with workers involved with teams
be narrow and specialized
A company that competes via an innovation strategy would...
emphasize the need for flexibility
use functional approach to job design
centralize decision-making
all of the above
Divisional structures are most appropriate...
when flexibility is required
when dealing with rapidly changing environments.
to support organizations that compete on differentiation.
all of the above
The Position Analysis Questionnaire (PAQ)
requires trained job analysts to complete it.
covers work context as well as inputs, outputs and processes.
describes specific task activities that comprise the actual job.
"a" and "b"
Which of the following refers to the process of analyzing the tasks necessary for the production of a product or service and allocating these tasks to particular work units or individuals?
Job design
Job analysis
Job evaluation
Workflow design
Assume that you go to the local fast food restaurant to get a hamburger. A few hours later, you are sick as a dog and conclude that you ate some spoiled meat. In which part of the workflow process was the deficiency in this case?
Raw inputs
Equipment
Human resources
Activity
Inputs used in the development of a work unit's output include
equipment
raw materials
human skills
all of the above
Which of the following refers to the process of getting detailed information about jobs?
Job specification
Job description
Job analysis
Job design
Job analysis information is often used to identify the behaviors and results that distinguish effective performance from ineffective performance. This is most relevant to which HR activity?
Performance appraisal
Training and development
Job evaluation
Work redesign
Job analysis information is used to judge the relative worth of different jobs in an organization. This HR activity is...
performance appraisal
training and development
job evaluation
work redesign
Which of the following is not a reason that job analysis is important to line managers?
It provides them with an understanding of the workflow process.
It provides them with job requirements to make more accurate hiring decisions.
It provides them with knowledge of what is required in a job so that they can make more accurate evaluations of subordinates.
It provides an avenue for communicating policy information.
Which of the following refers to the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job?
Job specification
Job description
Job analysis
Job design
Which of the following refers to a list of the tasks, duties, and responsibilities that a job entails?
Job specification
Job description
Job analysis
Job design
A person’s level of proficiency at performing a particular task is called...
knowledge
ability
skill
responsibility
Job analysis information usually is obtained from...
job incumbents
supervisors
co-workers
a and b.
Which job analysis method entails rating the job in terms of the extent to which it requires each of 52 cognitive, psychomotor, physical, and sensory abilities?
Job element method
Task analysis
Fleishman job analysis method
Position analysis questionnaire
Assume that you are thinking of developing a career planning system based on the skills that are required in the jobs you are examining. Which job analysis method would be the most useful to you?
Job element method
Task analysis
Fleishman job analysis method
Position analysis questionnaire
Which of the following refers to the process of defining the way work will be performed and the tasks that will be required in a given job?
Job specification
Job description
Job analysis
Job design
Which of the following refers to changing the tasks or the way work is performed in an existing job?
Job redesign
Job description
Job specification
Job design
Which of the following approaches to job design has its roots in the organizational psychology and management literatures?
Motivational approach
Mechanistic approach
Biological approach
Perceptual-motor approach
As a manager, you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their job. Which job design approach would be most helpful to you?
Motivational approach
Mechanistic approach
Biological approach
Perceptual-motor approach
Which of the following approaches to job design has its roots in the industrial engineering literature?
Motivational approach
Mechanistic approach
Biological approach
Perceptual-motor approach
Which of the following approaches to job design focuses on efficiency as the major outcome of interest?
Motivational approach
Mechanistic approach
Biological approach
Perceptual-motor approach
In _______, planners analyze an organization’s human resources needs in dynamic environment and develop activities that enable a firm to adapt to change
human resources planning
work-flow analysis
selection
recruitment
