HRM - High-Performance Organizations

Identify the statement that best defines a high-performance work system.

A. It is an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings.

B. It refers to the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.

C. It is a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.

D. It is a system that is used to collect, record, store, analyze, and retrieve data concerning an organization's human resources.

E. It refers to a performance management system that measures customer satisfaction.

B. It refers to the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.

Which of the following statements is true of high-performance work systems?

A. Creating a high-performance work system is akin to using traditional management practices.

B. To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another.

C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.

D. A high-performance work system usually excludes reward systems.

E. Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.

Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships.

A. Job structure

B. Organizational structure

C. Value chain

D. Corporate design

E. Relationship management

B. Organizational structure

Which of the following in an organization usually makes most of the decisions about organizational structure?

A. Top management

B. HR department

C. Supervisors

D. Middle-level managers

E. Technical analysts

A. Top management

Which of the following elements of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities?

A. Information systems

B. Reward systems

C. Performance

D. Organizational structure

E. Task design

E. Task design

Gibson United is a new firm located in Chicago. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Gibson United is engaging in creating a(n) _____.

A. information system

B. task-design procedure

C. reward system

D. organizational structure

E. staffing solution

D. organizational structure

David believes that for a company to run smoothly, it must adopt an organizational structure in which the employees clearly know who their reporting managers are and which departments they belong to. David claims that this will give the employees clarity about their roles and functions and will help them contribute efficiently toward the organization's overall success. Which of the following statements strengthens David's claims?

A. Roles can be better understood when managers provide examples that will help employees understand their roles better.

B. Clarity depends on how well a manager describes job functions.

C. Departmentalization may create a feeling of superiority among managers, which will help them work better.

D. An organizational structure creates a positive environment without hindering the learning process.

E. An efficient structure depends on an efficient taskforce that is willing to learn and adapt.

D. An organizational structure creates a positive environment without hindering the learning process.

Isabel is a new hire at an IT firm. She experiences trouble performing the job assigned to her even though she has the necessary skill set to complete the job. She has little clarity about team responsibilities and details of her work activities and has a difficult time comprehending the work activities. In this case, which of the following elements of the high-performance work systems has been implemented ineffectively by the organization?

A. Organizational structure.

B. Staffing.

C. Reward systems.

D. Task design.

E. Information systems.

D. Task design.

Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization's overall goals and includes the performance measures by which employees are judged?

A. Organizational goals

B. Task design

C. Reward systems

D. Information systems

E. Training systems

C. Reward systems

Ryan is an experienced employee at an organization. The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance. Ryan has raised concerns regarding the revised policy, but management stands firm on its revised policy. Which of the following elements of a high-performance work system would most likely weaken the organization's performance?

A. Organizational structure

B. Staffing

C. Reward systems

D. Task design

E. Information systems

C. Reward systems

Which of the following is true of an information system?

A. It acts as a gateway to the reservoir of knowledge available across the Internet.

B. It is a physical server in which all the data that belongs to a company is stored and managed.

C. Managers must decide who has access to what type of information and its availability.

D. Managers post their problems on an information system and receive solutions for these problems.

E. Any information system used in an organization allows access to all of the organization's databases.

C. Managers must decide who has access to what type of information and its availability.

Nicole is a new recruit at a leading IT firm. She keeps records of important client data and is given special access to certain confidential data, which is available only to her and not to others in the organization. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario?

A. Organizational structure

B. Staffing

C. Reward systems

D. Task design

E. Information systems

E. Information systems

In a high-performance work system, task design makes jobs _____.

A. narrow in scope

B. high in task significance but low in autonomy

C. highly specialized

D. efficient while encouraging high quality

E. simple and repetitive

D. efficient while encouraging high quality

High-performance work systems result in _____.

A. simple, repetitive jobs

B. high employee turnover

C. high production costs

D. high product quality

E. centralized decision making

D. high product quality

Outcomes of a high-performance work system include higher productivity and _____.

A. efficiency

B. maintenance

C. manpower

D. equipment

E. resources

A. efficiency

Which of the following statements is true about the outcomes of high-performance work systems?

A. The outcomes of high-performance work systems include high employee turnover.

B. Sales revenues increase the outcomes of high-performance work systems.

C. Clients are the main force that drives the outcomes of a high-performance work system.

D. The outcomes of each employee contribute to a system's overall high performance.

E. Incentives provided to each employee play a big part in contributing to outcomes.

D. The outcomes of each employee contribute to a system's overall high performance.

Cell-O World Inc. has increased doubled its profits since last year just by reducing employee absenteeism. Increased productivity is the reason for the surge in the company's profits. The employees have also improved customer satisfaction due to their increased productivity. In this scenario, which of the following aspects of a high-performance work system is contributing to the high productivity and efficiency?

A. Outcomes

B. Problems

C. Situations

D. Taskforce

E. Infrastructure

A. Outcomes

Which of the following statements is true of an organizational structure in a high-performance work system?

A. It promotes high employee turnover.

B. It promotes cooperation and learning.

C. It discourages competition.

D. It helps the organization select the right people with the required qualifications.

E. It encourages people to strive for objectives that support the organization's overall goals.

B. It promotes cooperation and learning.

Which of the following is a condition that contributes to high performance?

A. Teams perform work only if employees are interested in a project.

B. Work design gives employees the opportunity to utilize a variety of skills.

C. Ongoing training is not emphasized, but it is implemented when necessary.

D. Managers understand how their jobs contribute to a finished product or service.

E. Employees' rewards and compensation relate to their own performance.

B. Work design gives employees the opportunity to utilize a variety of skills.

_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public.

A. Emotional behavior

B. Ethical behavior

C. Physical behavior

D. Mental behavior

E. Cognitive behavior

B. Ethical behavior

An automobile manufacturing firm hires employees with different backgrounds and varying years of experience. The new employees and the experienced employees struggle to cope with each other as they share different views about the bonus system and the work activities. The new employees feel left out of critical decision-making processes; whereas the experienced employees feel they are undertrained. Which of the following conditions, if true, would strengthen the formation of a high-performance work system?

A. The experienced employees should be encouraged to focus on the work rather than being involved in the selection process.

B. The management should allow new employees to participate in changes made to work systems, equipment, and layout.

C. The ongoing training for experienced employees should be minimized.

D. The employees' rewards and compensation should be distinct and independent of the company's financial performance.

E. The work design of the firm should be such that it discourages flexibility.

B. The management should allow new employees to participate in changes made to work systems, equipment, and layout.

Which of the following would most likely aid in the formation of a high-performance work system?

A. Employees' rewards and compensation that relate to the company's financial performance

B. Work design that allows employees to use a single skill

C. Technology that is used to discourage flexibility

D. Employees that receive little formal performance feedback

E. Training that is discouraged because of increasing costs

A. Employees' rewards and compensation that relate to the company's financial performance

The most popular way of empowering employees is by:

A. narrowing the scope of jobs.

B. designing work so that it is performed by teams.

C. adopting a centralized decision-making approach.

D. paying bonuses to all employees regardless of contribution.

E. providing employees with simple, repetitive jobs.

B. designing work so that it is performed by teams.

A work team can be empowered by:

A. reducing the team's interaction with other department or teams.

B. keeping roles independent and separate from one another.

C. authorizing the team to make decisions traditionally made by managers.

D. confining the scope of work done by the team and its members.

E. assigning management of work schedules to the manager.

C. authorizing the team to make decisions traditionally made by managers.

Teamwork and empowerment contribute to high performance when they improve _____.

A. job satisfaction

B. organizational goals

C. organizational ethics

D. job rotation

E. job enlargement

A. job satisfaction

For empowerment to succeed, managers should:

A. micromanage their teams and delegate as much work as possible.

B. ensure that communication flows top down from senior management.

C. help their teams ensure that communication flows in both directions.

D. hold frequent meetings to constantly supervise the progress of the team.

E. ensure that a team shares information only after it receives approval.

C. help their teams ensure that communication flows in both directions.

Which of the following statements is true about a learning organization?

A. It actively resists organizational change.

B. It usually considers organizational learning a barrier to the dissemination of corporate culture.

C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

D. It places a relatively low importance on innovation.

E. It considers training a superfluous corporate ritual.

C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

For a learning organization to function well, employees ought to:

A. create short-term learning goals rather than long-term learning goals.

B. identify their own training needs.

C. take part in seminars and conferences at least once every week.

D. share the information that was acquired during the learning process.

E. distribute highly classified information.

D. share the information that was acquired during the learning process.

Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as:

A. continuous learning.

B. critical thinking.

C. innovation.

D. cognition.

E. groupthink.

A. continuous learning.

Which of the following is true about continuous learning?

A. The advancement of technology has put little pressure on employees to learn about their work systems.

B. Employees should continuously learn about their work systems to improve performance.

C. Continuous learning may eventually turn out to be a disadvantage because it results in information overload.

D. Despite continuous learning, employees do not put into practice what they have learned.

E. Continuous learning definitely will result in a job transfer or better job opportunities.

B. Employees should continuously learn about their work systems to improve performance.

What is the perception about training in a learning organization?

A. It is treated as a superfluous corporate ritual.

B. It is viewed as an investment in the organization's human resources.

C. It is considered as the only driver of continued growth and sustainability.

D. It is deemed as the primary means of retaining good employees.

E. It is regarded as a tool to minimize organizational anarchy.

B. It is viewed as an investment in the organization's human resources.

Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?

A. High employee turnover

B. Critical, systematic thinking

C. Disruptive, intermittent learning

D. Organizational change

E. Organizational anarchy

B. Critical, systematic thinking

A learning culture creates the conditions in which managers:

A. encourage experimentation.

B. ensure rigidity.

C. help sustain the status quo.

D. encourage groupthink.

E. demonstrate a high degree of risk aversion.

A. encourage experimentation.

Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance?

A. It fosters competitiveness.

B. It empowers first-line managers and supervisors.

C. It helps an organization maintain the status quo.

D. It contributes to good long-term relationships with employees, customers, and the public.

E. It encourages people to be highly innovative.

D. It contributes to good long-term relationships with employees, customers, and the public.

Which of the following is a way in which organizations can promote job satisfaction?

A. They can make jobs more repetitive.

B. They can set up subjective performance management systems.

C. They can set highly abstract goals.

D. They can empower supervisors.

E. They can make jobs more interesting.

E. They can make jobs more interesting.

Zoom Motors pays a lot of attention to improving employee skills on the job. Its training centers and mentors are open to one-on-one sessions, group discussions, and workshops. The organization boasts a world-class resource center that offers the latest editions of many books and journals related to the automotive industry. All employees have free access to the knowledge pool in the organization and are welcome to initiate discussions on topics of interest. In this scenario, Zoom Motors has created a _____.

A. learning organization

B. cultural organization

C. static organization

D. smart organization

E. technology-based organization

A. learning organization

The employees at Waycliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for. They then implement the ideas resulting from their research. This is an example of _____.

A. brand alignment

B. continuous learning

C. employee engagement

D. performance management

E. expert systems

B. continuous learning

Calvin, the CEO of Incal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100% effort into their daily work. To motivate them, he announces that the employee with the best performance will be named Employee of the Month and provided with additional perks. In this scenario, Calvin is trying to increase _____ at Incal Inc.

A. managerial engagement

B. employer engagement

C. client engagement

D. employee engagement

E. distributor engagement

D. employee engagement

Tamara McKay, a manager at Ionic Consulting, believes that it is important for employees to feel a sense of satisfaction about their jobs. She feels that a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job. Harry, Tamara's coworker, argues that job satisfaction should not have an impact on the quality of work or productivity. Which of the following statements supports Tamara's belief?

A. Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.

B. Salary and benefits should be considered more important than just a satisfying job that provides a small salary.

C. Employees have no interest in being recognized by management for a job well done.

D. Deadlines, when met, help create an environment where an employee is content with his or her job.

E. Employees engage actively in assigned work when there is a free flow of communication between the employer and employee.

A. Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.

At Wakame Beauty Solutions, Sheila created an award-winning line of lip balm, lip gloss, and lipstick after many hours of research and discussions with experts. Now, with her manager's encouragement, she frequently conducts workshops for other employees about lip color and other beauty products. In this scenario, which of the following features of Wakame Beauty Solutions is exemplified?

A. Flexible environment

B. Critical thinking

C. Learning culture

D. Job rotation

E. Functional organization

C. Learning culture

Georgia, the learning and development manager at StudyWell Inc., believes that in addition to providing superior benefits to employees, it is important to create an environment in which they also have access to the firm's large learning database. She suggests that employees take time out of their workday to research relevant topics and conduct seminars to share knowledge with their colleagues. However, Georgia's manager, Vincent, argues that encouraging employees to do so will cause a downturn in productivity. Which of the following statements supports Georgia's suggestion?

A. Any increase in learning activities in an organization increases workload and decreases the time available to handle the workload.

B. Vincent believes that learning should occur during employees' free time, not as part of their daily work activities.

C. The time that employees spend in research should not interfere with projects that must be accomplished under tight deadlines.

D. Learning a task and knowing how to perform it in an efficient manner is a highly rewarding experience.

E. Vincent feels Georgia's idea will create conflict among her team members.

D. Learning a task and knowing how to perform it in an efficient manner is a highly rewarding experience.

Colin Bleuze, the new CEO of Silver Star, claims that work equals life for him. He believes that when one learns to love his or her job, it will result in job satisfaction. He provides employees with the best amenities the firm can afford, such as a sports center, a health clinic, and other facilities. The results are clear: reduced absenteeism, increased productivity, and an interactive social culture. Which of the following is most likely to cause conflict and dissatisfaction in the work that the employees engage in at Silver Star?

A. The employees feel that such amenities are to be enjoyed outside of work.

B. The employees are given tasks that vary significantly from their job descriptions.

C. The employees demand fewer working hours or more pay.

D. Silver Star's major competitor is changing its organizational structure.

E. Other companies are trying to replicate Silver Star's approach to employee engagement.

B. The employees are given tasks that vary significantly from their job descriptions.

People experience _____ when they love their work, when they and their co-workers care about one another, and when they find their work meaningful.

A. burnout

B. cognitive job satisfaction

C. occupational intimacy

D. diminished personal accomplishment

E. emotional dissonance

C. occupational intimacy

James works at a publishing house. He is fond of his work and is a passionate team member. His colleagues show concern for him and his work, and he experiences a positive feeling about his work. In the context of job satisfaction, this feeling experienced by Vincent is known as _____.

A. job altruism

B. occupational intimacy

C. work loyalty

D. task obedience

E. job compliance

B. occupational intimacy

Which of the following practices is most likely to enhance occupational intimacy?

A. Lowering emphasis on organizational learning

B. Narrowing the scope of work

C. Setting highly abstract goals

D. Establishing rigid and enduring pay structures

E. Establishing policies that show concern for employees' needs

E. Establishing policies that show concern for employees' needs

Which of the following processes involves ensuring that HR policies, practices, and programs support or are congruent with an organization's overall culture or brand, including its products and services?

A. Brand reinforcement

B. Brand alignment

C. Crowdsourcing

D. Brand dilution

E. Corporate social responsibility

B. Brand alignment

A firm's marketing department plans to introduce a new product into the market. The department invites suggestions from employees about the new product. New employees at the firm are also given an exhaustive orientation by the HR department about the company's vision and goals, and how the firm's products have traditionally formed an integral part of their daily work life. This orientation activity organized by the HR department is an example of _____.

A. brand alignment

B. brand extension

C. brand equity

D. brand valuation

E. brand earnings

A. brand alignment

Unity Inc. sells novelty products to a niche market. With support from the human resources team, the customer services team handles the firm's unique brand and reaches out to specific audiences. To ensure that its product line remains strong, the company's CEO emphasizes team adherence to the ethics and policies of the organization. In this scenario, which of the following methods of employee engagement is the CEO of Unity Inc. encouraging?

A. Continuous learning

B. Opportunities for career progress

C. Recognition for accomplishments

D. Brand alignment

E. HR analytics

D. Brand alignment

Numerous cases of unethical behavior have been reported in a leading beverage company. Which of the following, if true, would strengthen the reason for the increase in these cases?

A. The firm uses only a written code of ethics.

B. The firm uses a continuous learning culture.

C. The firm failed to use its cloud computing services.

D. The employees at the firm experience occupational intimacy.

E. The firm excludes ethical behavior in its performance measures.

E. The firm excludes ethical behavior in its performance measures.

Which of the following is an HRM practice that helps organizations achieve high performance?

A. Work is performed by individuals.

B. Organization discourages continuous learning.

C. Performance management system measures customer satisfaction and quality.

D. Pay systems primarily reward loyalty to the company.

E. Technology increases costs.

C. Performance management system measures customer satisfaction and quality.

Job design aimed at empowerment:

A. is complex.

B. limits flexibility.

C. includes access to resources.

D. increases employee turnover.

E. includes a rigid pay structure.

C. includes access to resources.

ThinkBig Inc. has been known for its excellent customer service since its start more than 40 years ago. The founder of the company believes that it is because of the dedicated efforts of his employees. The company boasts of carefully selected employees who, through various tests, are hired based on their skills and their ability to contribute to the organization. The organization has benefited greatly because of its process of selecting employees, which, in turn, has resulted in customer loyalty to the services it provides. Rival companies have envied the type of selection methods the company has used to hire candidates. Which of the following would undermine the recruitment efforts of this company?

A. ThinkBig Inc. is not recognized as providing the best customer service.

B. Customers feel that there is no room for improvement in terms of service provided by ThinkBig Inc.

C. High performers in the company find it difficult to refer their friends to open vacancies in the company.

D. Other companies have adopted the same style of recruiting employees as ThinkBig Inc.

E. ThinkBig Inc. begins hiring employees without thoroughly assessing their skills and knowledge.

E. ThinkBig Inc. begins hiring employees without thoroughly assessing their skills and knowledge.

ITI Inc., a software company, is currently looking for employees to fill vacant positions. It is looking for prospective candidates who are enthusiastic about work and willing to share their knowledge with their colleagues on various topics related to their field. The HR department is responsible for finding the right type of candidate to fit the roles in the organization. In this scenario, the HR department at ITI Inc. is engaged in _____.

A. job design

B. training

C. performance management

D. recruitment and selection

E. job search

D. recruitment and selection

Identify the right HRM practice that can assist firms in becoming a high-performance organization.

A. Discipline system is conservative.

B. Organizations avoid monitoring employees' satisfaction.

C. Selection system is job related and legal.

D. Work design encourages rigidity.

E. Technology is used sparingly.

C. Selection system is job related and legal.

Which of the following selection methods is used by organizations to identify employees who innovate, share ideas, and take initiative?

A. Technical proficiency

B. Psychological testing

C. Structured interview

D. Aptitude

E. Physical ability

B. Psychological testing

At a high-performance organization, recruitment and selection aim at obtaining the kinds of employees who can thrive in this type of setting. These employees are _____.

A. primarily individual contributors

B. enthusiastic about knowledge sharing

C. averse to risk taking

D. averse to experimentation

E. averse to taking initiatives

B. enthusiastic about knowledge sharing

One-way performance management systems can support organizational goals is by:

A. defining and measuring performance in broad behavioral terms.

B. linking performance measures to meeting internal and external customers' needs.

C. ignoring situational constraints.

D. outsourcing those goals to professional behavior management firms.

E. choosing business goals based on employees' skills and abilities.

B. linking performance measures to meeting internal and external customers' needs.

Winston Memorial Hospital has a well-disciplined and focused staff. Doctors and other health care professionals are taught to follow the organization's policies and guidelines and strictly conduct themselves and their jobs in a manner that reflects the hospital's goals. These policies have helped the hospital gain recognition as one of the best hospitals in the region. This is an example of _____.

A. resource management

B. performance management

C. recruitment and selection

D. training and feedback

E. job design and job maintenance

B. performance management

A media company gives its employees monetary bonuses at the end of the company's fiscal year based on employees' contribution to the firm's financial success. This is a method of:

A. including employees in organizational planning.

B. disassociating compensation from performance measures.

C. disseminating organizational learning.

D. increasing employee participation in strategic decision making.

E. linking compensation to performance measures.

E. linking compensation to performance measures.

Ronaldo, the general manager of RipnRoll Furniture, believes that each employee must thoroughly understand the goals of the organization. He understands that adhering to the vision and mission of the organization will help increase employee satisfaction and will also result in improved employee performance. Which of the following strengthens Ronaldo's belief?

A. The vision and mission of the organization are ethical.

B. Understanding the organization's goals helps employees improve their performance.

C. Employee performance can be enhanced by keeping costs under control.

D. Ronaldo has too many expectations of his employees.

E. The organization's goals constantly change.

B. Understanding the organization's goals helps employees improve their performance.

Compensation systems can help create the conditions that contribute to high performance. Consequently, organizations can increase empowerment and job satisfaction by:

A. communicating the basis for decisions about pay.

B. disassociating compensation from performance measures.

C. discouraging negotiations regarding pay.

D. limiting employee participation in management.

E. limiting the use of gainsharing and profit sharing.

A. communicating the basis for decisions about pay.

To improve the performance of employees at RowYourBoat Inc., the company provides recognition and monetary benefits to those employees whose performance exceeds expectations. This strategy can motivate some employees to perform better. This is an example of a(n) _____ strategy.

A. occupational intimacy

B. brand alignment

C. appraisal

D. compensation

E. job design

D. compensation

New technology usually involves _____—that is, using equipment and information processing to perform activities that had been performed by people.

A. downsizing

B. outsourcing

C. offshoring

D. automation

E. diversification

D. automation

Which of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?

A. E-HRM

B. Transaction processing

C. Automation

D. Expert systems

E. Decision support systems

B. Transaction processing

The HR department at AYM Resources is having a tough time documenting its strategies. In addition, irregularities were uncovered when reviewing the training expenses for a new group of employees. As a solution to these issues, the general manager proposes that all policies, decisions, expenses, and other plans be documented thoroughly with the help of computers that would store pertinent data and organizational information. In this scenario, the general manager proposes using _____.

A. transformational processing

B. expert systems

C. decision support systems

D. micro processing

E. transaction processing

E. transaction processing

Which of the following best defines decision support systems?

A. It refers to computer software systems that allow managers to see how outcomes vary when assumptions or data are altered.

B. It is a network of remote servers used to store reusable data.

C. It is a network of systems that incorporates decision rules used by people who are considered to have expertise in a certain area.

D. It refers to the set of topics on which a human resource information system collects and maintains information.

E. It refers to online training and development materials that employees can access at their own convenience from anywhere around the world.

A. It refers to computer software systems that allow managers to see how outcomes vary when assumptions or data are altered.

A manager wishes to test a range of assumptions on the availability of a certain skill in the labor market. He plans to enter different assumptions or data to check how the likely outcomes alter in accordance with the corresponding change in data. Which of the following is the most suitable system for such a purpose?

A. A decision support system

B. An expert system

C. An e-HRM system

D. A transactional processing system

E. A transitional matrix

A. A decision support system

The senior management of a firm is undecided about the number of employees needed for its new project. Management uses a network of computer software systems that enables it to know the various possible outcomes required for the formation of the new project team. The type of system most likely to have been used in this case is a(n) _____.

A. expert system

B. employee retention system

C. decision support system

D. work-action system

E. document management system

C. decision support system

_____ are computer systems that incorporate the decision rules used by people who are considered to have proficiency in a certain area.

A. Decision support systems

B. Expert systems

C. E-HRM systems

D. Transactional processing systems

E. Clouds

B. Expert systems

A firm's HR department uses a computer system that assists in the selection of candidates to be interviewed for a job opening. The computer system enables the interviewer to act as both an interviewee and interviewer in a simulation, thus providing the HR specialist with comprehensive knowledge about the overall interview and selection process. This computer system is likely to be a(n) _____.

A. expert system

B. employee retention system

C. decision support system

D. work-action system

E. document management system

A. expert system

Which of the following statements is true of expert systems?

A. They can only be used by employees who have proven expertise in a certain area.

B. They increase errors arising from decision-making biases.

C. They are typically unstable.

D. They deliver quality at a very high cost.

E. They aid in reducing errors that result from fatigue.

E. They aid in reducing errors that result from fatigue.

A standard feature of a modern HRIS (Human Resource Information Systems) is the use of _____, which store data in separate files that can be linked by common elements.

A. graph databases

B. hypermedia databases

C. relational databases

D. unstructured databases

E. parallel databases

C. relational databases

Identify the advantage of a relational database.

A. It facilitates the storage of employee information in a single, large file.

B. It replicates the traditional method of filing employee data by name, a system that is strongly preferred by organizations worldwide.

C. It helps HR staff in retrieving information about specific applicants.

D. It helps people arrive at decisions that reflect expert knowledge.

E. It is designed to exclusively meet the needs of the HR department.

C. It helps HR staff in retrieving information about specific applicants.

Which of the following refers to a display of a series of HR measures, showing human resource goals and objectives and the progress toward meeting them?

A. A performance review template

B. A job preview

C. An expert system

D. An HR dashboard

E. A relational database

D. An HR dashboard

The HR department at TIP Consulting uses a human resource information system (HRIS). The employees of the department can view and track their individual progress as well as the progress that the department has made using HRIS. The component of the HRIS that enables this is called a(n) _____.

A. HR banner

B. HR bulletin board

C. HR showcase

D. HR dashboard

E. HR scroll

D. HR dashboard

Roger, an HR specialist at Maestro Inc., claims that the department is running exceptionally well because of the HR dashboard. Progress and developments of various tasks are accessed easily using HRIS technology. Which of the following validates Roger's claim?

A. Roger believes in using traditional methods rather than new age innovations.

B. The HR dashboard can be accessed by employees with little training.

C. The dashboard provides an easy-to-scan review of HR performance on a companywide basis.

D. The HRIS receives frequent upgrades when there is a sudden increase in data storage.

E. Roger has not taken into account that his team has helped in creating satisfying results.

C. The dashboard provides an easy-to-scan review of HR performance on a companywide basis.

Which of the following is a vital tool in making confidential HR-related information widely accessible to authorized users within an organization?

A. A decision support system

B. An expert system

C. An intranet

D. A transactional processing system

E. A judge-advisor system

C. An intranet

Which of the following exemplifies one of the most creative developments in human resource information systems technology?

A. Decision support system

B. Transactional processing system

C. HR dashboard

D. Expert system

E. Intranet

C. HR dashboard

Most human resource information is confidential, so organizations engaging in e-HRM:

A. continuously limit the amount and type of information made available to company personnel.

B. increasingly place company-specific information on a secure intranet with links to resources on the broader Internet.

C. consolidate information into a single file and limit access to the database to top-level personnel within the company.

D. do not favor of knowledge sharing within the organization.

E. encourage employees to restrict the use of intranet.

B. increasingly place company-specific information on a secure intranet with links to resources on the broader Internet.

Identify the correct statement regarding e-HRM.

A. Most administrative and information-gathering HRM activities can be part of e-HRM.

B. E-HRM is less economical than traditional HR systems.

C. E-HRM has adversely affected employee manageability.

D. The number of organizations actively engaged in e-HRM is steadily decreasing.

E. A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it.

A. Most administrative and information-gathering HRM activities can be part of e-HRM.

Which of the following statements accurately characterizes e-HRM?

A. It requires employees to contact an HR staff person when they need information.

B. It poses new challenges to employees and new issues for HR managers to address.

C. It is less economical compared to traditional HR systems.

D. It has unfavorable effects on employee manageability.

E. It excludes information-gathering activities of human resource management.

B. It poses new challenges to employees and new issues for HR managers to address.

WingDing Inc. is a popular retailer with outlets in more than 30 cities in the United States. After a recent expansion during which it opened an additional 15 outlets, it was looking to expand its IT infrastructure to accommodate growing data needs. The IT department decided against increasing the capacity of the company's servers. Instead, the team used a third-party hosting service for its data storage needs and for running its applications. The employees at the megastore were allowed access to this information through a web interface. In this scenario, WingDing is employing _____.

A. management information systems

B. relational database management

C. cloud computing

D. analytical processing

E. decision support systems

C. cloud computing

Alamos Inc. has extensively made use of the technology called cloud computing for several functions of its HR department. This technology has helped manage department functions, store necessary data, and also has given employees access to the required databases to resolve customer queries and complaints. Which of the following, if true, would disrupt the services provided by this arrangement?

A. Internet access in the facility is intermittent for three hours every day.

B. An updated version of the cloud is available with more features.

C. Many other companies are making use of this device to store and manage data.

D. The data stored can be subject to cyber crimes.

E. The technology automatically blocks access to those who do not have required credentials.

A. Internet access in the facility is intermittent for three hours every day.

In the context of an organization's human resource division, which of the following statements is true of customers?

A. They refer specifically to the organization's shareholders.

B. They refer specifically to the organization's offshore clients.

C. They usually refer to the top management.

D. They refer to the organization as a whole and its other divisions.

E. They refer to the labor law enforcement agencies.

D. They refer to the organization as a whole and its other divisions.

The HR department meets the needs of line managers by:

A. providing qualified staffing.

B. assisting in performance management.

C. designing a rewards system.

D. providing training and development.

E. enforcing labor law regulations.

A. providing qualified staffing.

Which of the following is a way in which the HR department meets the needs of strategic planners?

A. They provide them qualified staffing.

B. They aid in performance management.

C. They introduce rewards systems.

D. They provide training and development.

E. They enforce labor law regulations.

B. They aid in performance management.

The HR department of an organization can meet the needs of employees by:

A. providing qualified staffing.

B. conducting performance management.

C. hiring people with niche skills.

D. providing training and development.

E. enforcing labor law regulations.

D. providing training and development.

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n) _____.

A. balanced scorecard

B. profit-and-loss statement

C. evidence-based HRM

D. job description

E. HRM audit

E. HRM audit

The primary focus of an HRM audit is based on:

A. motivating customers.

B. estimating the costs of implementing an HR practice.

C. reviewing the various outcomes of HRM functions.

D. determining the dollar value of the HRM program.

E. determining the legality of HR practices.

C. reviewing the various outcomes of HRM functions.

Identify a HRM function from the following functions.

A. Production

B. Appraisal

C. Export

D. Import

E. Copyright protection

B. Appraisal

In the context of an HRM audit, ratio of acceptance to offers made primarily serves as a business indicator for _____ activities.

A. employee development

B. appraisal

C. training

D. compensation

E. staffing

E. staffing

The HR department of a firm identifies the per capita requirement costs in its annual audit. It also calculates the average number of days taken to fill open positions at the firm. The data gathered were used as business indicators in the audit. The business indicators are most likely to measure the performance of the _____ activity of the firm.

A. training

B. employee appraisal

C. employee development

D. compensation

E. staffing

E. staffing

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?

A. Treatment of applicants

B. Average years of experience or education of hires per job family

C. Average days taken to fill open requisitions

D. Ratio of acceptances to offers made

E. Ratio of minority or women applicants to representation in local labor market

A. Treatment of applicants

Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?

A. Competitiveness in the local labor market

B. Ratio of average salary offers to average salary in community

C. Relationship between pay and performance

D. Employee satisfaction with pay

E. Fairness of existing job evaluation system in assigning grades and salaries

B. Ratio of average salary offers to average salary in community

Which of the following is a customer satisfaction measure that indicates the success of the compensation system designed by the HR department of an organization?

A. Competitiveness in local labor market

B. Ratio of average salary offers to average salary in community

C. Per capita (average) merit increases

D. Percentage of overtime hours to straight time

E. Ratio of recommendations for reclassification to number of employees

A. Competitiveness in local labor market

Which of the following is a business indicator of the success of the training programs implemented by the HR department of an organization?

A. The extent to which training programs meet the needs of employees and the company

B. Training dollars per employee

C. Communication to employees about available training opportunities

D. Assistance in identifying management potential

E. Quality of introduction or orientation programs

B. Training dollars per employee

While conducting an HRM audit, which of the following will serve as an important customer satisfaction measure in assessing the success of training programs conducted by HR?

A. Percentage of employees participating in training programs per job family

B. Percentage of employees receiving tuition refunds

C. Per capita (average) merit increases

D. Training dollars per employee

E. Quality of introduction or orientation programs

E. Quality of introduction or orientation programs

To determine the outcomes of the HR functions at Vesco International, several top-level managers suggest conducting a formal review of the HR department to evaluate its functions. The CEO approves the implementation of this suggestion. In this scenario, which of the following ways to measure the effectiveness of human resource management is Vesco practicing?

A. HRM functions

B. HRM audit

C. HRM analytics

D. HRM programs

E. HRM activities

B. HRM audit

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?

A. Promptness in handling claims

B. Average unemployment compensation payment

C. Per capita (average) merit increases

D. Benefit cost per payroll dollar

E. Percentage of sick leave to total pay

A. Promptness in handling claims

In the context of an HRM audit, average unemployment compensation payment primarily serves as a vital business indicator for activities related to _____.

A. staffing

B. training

C. employee appraisals

D. benefits

E. recruitment

D. benefits

Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization?

A. Assistance in identifying management potential

B. Organizational development activities provided by HRM department

C. Accuracy and clarity of information provided to managers and employees

D. Quality of introduction or orientation programs

E. Distribution of performance appraisal ratings

E. Distribution of performance appraisal ratings

Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities?

A. Ratio of personnel staff to employee population

B. Percentage of employees receiving tuition refunds

C. Per capita (average) merit increases

D. Working relationship between organizations and HRM department

E. Turnover rate

D. Working relationship between organizations and HRM department

A business indicator of the overall effectiveness of HR activities includes:

A. ratio of personnel staff to employee population.

B. accuracy and clarity of information provided to managers and employees.

C. competence and expertise of staff.

D. working relationship between organizations and HRM department.

E. assistance in identifying management potential.

A. ratio of personnel staff to employee population.

The use of HR analytics involves measuring a program's success in terms of whether it:

A. adopted a pro-innovation approach.

B. was perceived as effective by external stakeholders.

C. sustained the status quo.

D. delivered value in an economic sense.

E. enjoyed the support of trade unions.

D. delivered value in an economic sense.

Maridings Inc., an apparel manufacturer, employed a large-scale recruitment drive to hire some of the country's best fashion designers. The company's HR team was responsible for measuring the success of this recruitment drive to quantify its returns. This process is referred to as _____.

A. HR report

B. HR audit

C. HR analytics

D. HR statistics

E. HR scoping

C. HR analytics

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department:

A. has a relatively limited influence over employee performance.

B. uses fewer and less-costly resources to perform its functions.

C. expends lavishly on resources.

D. has a more beneficial effect on the organization's performance.

E. ensures that all operations are legal.

B. uses fewer and less-costly resources to perform its functions.

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater effectiveness means that:

A. the rate of employee turnover is considerably high.

B. the HR personnel use fewer and less-costly resources to perform its functions.

C. the average employee compensation in the organization is well above the prevailing market rate.

D. what the HR department does has a more beneficial effect on employees' and the organization's performance.

E. there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.

D. what the HR department does has a more beneficial effect on employees' and the organization's performance.

HRM - High-Performance Organizations - Subjecto.com

HRM – High-Performance Organizations

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Identify the statement that best defines a high-performance work system.

A. It is an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings.

B. It refers to the right combination of people, technology, and organizational structure that makes full use of the organization’s resources and opportunities in achieving its goals.

C. It is a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.

D. It is a system that is used to collect, record, store, analyze, and retrieve data concerning an organization’s human resources.

E. It refers to a performance management system that measures customer satisfaction.

B. It refers to the right combination of people, technology, and organizational structure that makes full use of the organization’s resources and opportunities in achieving its goals.

Which of the following statements is true of high-performance work systems?

A. Creating a high-performance work system is akin to using traditional management practices.

B. To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another.

C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.

D. A high-performance work system usually excludes reward systems.

E. Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.

Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships.

A. Job structure

B. Organizational structure

C. Value chain

D. Corporate design

E. Relationship management

B. Organizational structure

Which of the following in an organization usually makes most of the decisions about organizational structure?

A. Top management

B. HR department

C. Supervisors

D. Middle-level managers

E. Technical analysts

A. Top management

Which of the following elements of a high-performance work system determines how the details of the organization’s necessary activities will be grouped, whether into jobs or team responsibilities?

A. Information systems

B. Reward systems

C. Performance

D. Organizational structure

E. Task design

E. Task design

Gibson United is a new firm located in Chicago. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Gibson United is engaging in creating a(n) _____.

A. information system

B. task-design procedure

C. reward system

D. organizational structure

E. staffing solution

D. organizational structure

David believes that for a company to run smoothly, it must adopt an organizational structure in which the employees clearly know who their reporting managers are and which departments they belong to. David claims that this will give the employees clarity about their roles and functions and will help them contribute efficiently toward the organization’s overall success. Which of the following statements strengthens David’s claims?

A. Roles can be better understood when managers provide examples that will help employees understand their roles better.

B. Clarity depends on how well a manager describes job functions.

C. Departmentalization may create a feeling of superiority among managers, which will help them work better.

D. An organizational structure creates a positive environment without hindering the learning process.

E. An efficient structure depends on an efficient taskforce that is willing to learn and adapt.

D. An organizational structure creates a positive environment without hindering the learning process.

Isabel is a new hire at an IT firm. She experiences trouble performing the job assigned to her even though she has the necessary skill set to complete the job. She has little clarity about team responsibilities and details of her work activities and has a difficult time comprehending the work activities. In this case, which of the following elements of the high-performance work systems has been implemented ineffectively by the organization?

A. Organizational structure.

B. Staffing.

C. Reward systems.

D. Task design.

E. Information systems.

D. Task design.

Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization’s overall goals and includes the performance measures by which employees are judged?

A. Organizational goals

B. Task design

C. Reward systems

D. Information systems

E. Training systems

C. Reward systems

Ryan is an experienced employee at an organization. The latest policy implemented by the firm’s management provides only new employees with bonuses and other perks for exemplary performance. Ryan has raised concerns regarding the revised policy, but management stands firm on its revised policy. Which of the following elements of a high-performance work system would most likely weaken the organization’s performance?

A. Organizational structure

B. Staffing

C. Reward systems

D. Task design

E. Information systems

C. Reward systems

Which of the following is true of an information system?

A. It acts as a gateway to the reservoir of knowledge available across the Internet.

B. It is a physical server in which all the data that belongs to a company is stored and managed.

C. Managers must decide who has access to what type of information and its availability.

D. Managers post their problems on an information system and receive solutions for these problems.

E. Any information system used in an organization allows access to all of the organization’s databases.

C. Managers must decide who has access to what type of information and its availability.

Nicole is a new recruit at a leading IT firm. She keeps records of important client data and is given special access to certain confidential data, which is available only to her and not to others in the organization. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario?

A. Organizational structure

B. Staffing

C. Reward systems

D. Task design

E. Information systems

E. Information systems

In a high-performance work system, task design makes jobs _____.

A. narrow in scope

B. high in task significance but low in autonomy

C. highly specialized

D. efficient while encouraging high quality

E. simple and repetitive

D. efficient while encouraging high quality

High-performance work systems result in _____.

A. simple, repetitive jobs

B. high employee turnover

C. high production costs

D. high product quality

E. centralized decision making

D. high product quality

Outcomes of a high-performance work system include higher productivity and _____.

A. efficiency

B. maintenance

C. manpower

D. equipment

E. resources

A. efficiency

Which of the following statements is true about the outcomes of high-performance work systems?

A. The outcomes of high-performance work systems include high employee turnover.

B. Sales revenues increase the outcomes of high-performance work systems.

C. Clients are the main force that drives the outcomes of a high-performance work system.

D. The outcomes of each employee contribute to a system’s overall high performance.

E. Incentives provided to each employee play a big part in contributing to outcomes.

D. The outcomes of each employee contribute to a system’s overall high performance.

Cell-O World Inc. has increased doubled its profits since last year just by reducing employee absenteeism. Increased productivity is the reason for the surge in the company’s profits. The employees have also improved customer satisfaction due to their increased productivity. In this scenario, which of the following aspects of a high-performance work system is contributing to the high productivity and efficiency?

A. Outcomes

B. Problems

C. Situations

D. Taskforce

E. Infrastructure

A. Outcomes

Which of the following statements is true of an organizational structure in a high-performance work system?

A. It promotes high employee turnover.

B. It promotes cooperation and learning.

C. It discourages competition.

D. It helps the organization select the right people with the required qualifications.

E. It encourages people to strive for objectives that support the organization’s overall goals.

B. It promotes cooperation and learning.

Which of the following is a condition that contributes to high performance?

A. Teams perform work only if employees are interested in a project.

B. Work design gives employees the opportunity to utilize a variety of skills.

C. Ongoing training is not emphasized, but it is implemented when necessary.

D. Managers understand how their jobs contribute to a finished product or service.

E. Employees’ rewards and compensation relate to their own performance.

B. Work design gives employees the opportunity to utilize a variety of skills.

_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public.

A. Emotional behavior

B. Ethical behavior

C. Physical behavior

D. Mental behavior

E. Cognitive behavior

B. Ethical behavior

An automobile manufacturing firm hires employees with different backgrounds and varying years of experience. The new employees and the experienced employees struggle to cope with each other as they share different views about the bonus system and the work activities. The new employees feel left out of critical decision-making processes; whereas the experienced employees feel they are undertrained. Which of the following conditions, if true, would strengthen the formation of a high-performance work system?

A. The experienced employees should be encouraged to focus on the work rather than being involved in the selection process.

B. The management should allow new employees to participate in changes made to work systems, equipment, and layout.

C. The ongoing training for experienced employees should be minimized.

D. The employees’ rewards and compensation should be distinct and independent of the company’s financial performance.

E. The work design of the firm should be such that it discourages flexibility.

B. The management should allow new employees to participate in changes made to work systems, equipment, and layout.

Which of the following would most likely aid in the formation of a high-performance work system?

A. Employees’ rewards and compensation that relate to the company’s financial performance

B. Work design that allows employees to use a single skill

C. Technology that is used to discourage flexibility

D. Employees that receive little formal performance feedback

E. Training that is discouraged because of increasing costs

A. Employees’ rewards and compensation that relate to the company’s financial performance

The most popular way of empowering employees is by:

A. narrowing the scope of jobs.

B. designing work so that it is performed by teams.

C. adopting a centralized decision-making approach.

D. paying bonuses to all employees regardless of contribution.

E. providing employees with simple, repetitive jobs.

B. designing work so that it is performed by teams.

A work team can be empowered by:

A. reducing the team’s interaction with other department or teams.

B. keeping roles independent and separate from one another.

C. authorizing the team to make decisions traditionally made by managers.

D. confining the scope of work done by the team and its members.

E. assigning management of work schedules to the manager.

C. authorizing the team to make decisions traditionally made by managers.

Teamwork and empowerment contribute to high performance when they improve _____.

A. job satisfaction

B. organizational goals

C. organizational ethics

D. job rotation

E. job enlargement

A. job satisfaction

For empowerment to succeed, managers should:

A. micromanage their teams and delegate as much work as possible.

B. ensure that communication flows top down from senior management.

C. help their teams ensure that communication flows in both directions.

D. hold frequent meetings to constantly supervise the progress of the team.

E. ensure that a team shares information only after it receives approval.

C. help their teams ensure that communication flows in both directions.

Which of the following statements is true about a learning organization?

A. It actively resists organizational change.

B. It usually considers organizational learning a barrier to the dissemination of corporate culture.

C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

D. It places a relatively low importance on innovation.

E. It considers training a superfluous corporate ritual.

C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

For a learning organization to function well, employees ought to:

A. create short-term learning goals rather than long-term learning goals.

B. identify their own training needs.

C. take part in seminars and conferences at least once every week.

D. share the information that was acquired during the learning process.

E. distribute highly classified information.

D. share the information that was acquired during the learning process.

Each employee’s and each group’s ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as:

A. continuous learning.

B. critical thinking.

C. innovation.

D. cognition.

E. groupthink.

A. continuous learning.

Which of the following is true about continuous learning?

A. The advancement of technology has put little pressure on employees to learn about their work systems.

B. Employees should continuously learn about their work systems to improve performance.

C. Continuous learning may eventually turn out to be a disadvantage because it results in information overload.

D. Despite continuous learning, employees do not put into practice what they have learned.

E. Continuous learning definitely will result in a job transfer or better job opportunities.

B. Employees should continuously learn about their work systems to improve performance.

What is the perception about training in a learning organization?

A. It is treated as a superfluous corporate ritual.

B. It is viewed as an investment in the organization’s human resources.

C. It is considered as the only driver of continued growth and sustainability.

D. It is deemed as the primary means of retaining good employees.

E. It is regarded as a tool to minimize organizational anarchy.

B. It is viewed as an investment in the organization’s human resources.

Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?

A. High employee turnover

B. Critical, systematic thinking

C. Disruptive, intermittent learning

D. Organizational change

E. Organizational anarchy

B. Critical, systematic thinking

A learning culture creates the conditions in which managers:

A. encourage experimentation.

B. ensure rigidity.

C. help sustain the status quo.

D. encourage groupthink.

E. demonstrate a high degree of risk aversion.

A. encourage experimentation.

Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance?

A. It fosters competitiveness.

B. It empowers first-line managers and supervisors.

C. It helps an organization maintain the status quo.

D. It contributes to good long-term relationships with employees, customers, and the public.

E. It encourages people to be highly innovative.

D. It contributes to good long-term relationships with employees, customers, and the public.

Which of the following is a way in which organizations can promote job satisfaction?

A. They can make jobs more repetitive.

B. They can set up subjective performance management systems.

C. They can set highly abstract goals.

D. They can empower supervisors.

E. They can make jobs more interesting.

E. They can make jobs more interesting.

Zoom Motors pays a lot of attention to improving employee skills on the job. Its training centers and mentors are open to one-on-one sessions, group discussions, and workshops. The organization boasts a world-class resource center that offers the latest editions of many books and journals related to the automotive industry. All employees have free access to the knowledge pool in the organization and are welcome to initiate discussions on topics of interest. In this scenario, Zoom Motors has created a _____.

A. learning organization

B. cultural organization

C. static organization

D. smart organization

E. technology-based organization

A. learning organization

The employees at Waycliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for. They then implement the ideas resulting from their research. This is an example of _____.

A. brand alignment

B. continuous learning

C. employee engagement

D. performance management

E. expert systems

B. continuous learning

Calvin, the CEO of Incal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100% effort into their daily work. To motivate them, he announces that the employee with the best performance will be named Employee of the Month and provided with additional perks. In this scenario, Calvin is trying to increase _____ at Incal Inc.

A. managerial engagement

B. employer engagement

C. client engagement

D. employee engagement

E. distributor engagement

D. employee engagement

Tamara McKay, a manager at Ionic Consulting, believes that it is important for employees to feel a sense of satisfaction about their jobs. She feels that a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job. Harry, Tamara’s coworker, argues that job satisfaction should not have an impact on the quality of work or productivity. Which of the following statements supports Tamara’s belief?

A. Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.

B. Salary and benefits should be considered more important than just a satisfying job that provides a small salary.

C. Employees have no interest in being recognized by management for a job well done.

D. Deadlines, when met, help create an environment where an employee is content with his or her job.

E. Employees engage actively in assigned work when there is a free flow of communication between the employer and employee.

A. Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.

At Wakame Beauty Solutions, Sheila created an award-winning line of lip balm, lip gloss, and lipstick after many hours of research and discussions with experts. Now, with her manager’s encouragement, she frequently conducts workshops for other employees about lip color and other beauty products. In this scenario, which of the following features of Wakame Beauty Solutions is exemplified?

A. Flexible environment

B. Critical thinking

C. Learning culture

D. Job rotation

E. Functional organization

C. Learning culture

Georgia, the learning and development manager at StudyWell Inc., believes that in addition to providing superior benefits to employees, it is important to create an environment in which they also have access to the firm’s large learning database. She suggests that employees take time out of their workday to research relevant topics and conduct seminars to share knowledge with their colleagues. However, Georgia’s manager, Vincent, argues that encouraging employees to do so will cause a downturn in productivity. Which of the following statements supports Georgia’s suggestion?

A. Any increase in learning activities in an organization increases workload and decreases the time available to handle the workload.

B. Vincent believes that learning should occur during employees’ free time, not as part of their daily work activities.

C. The time that employees spend in research should not interfere with projects that must be accomplished under tight deadlines.

D. Learning a task and knowing how to perform it in an efficient manner is a highly rewarding experience.

E. Vincent feels Georgia’s idea will create conflict among her team members.

D. Learning a task and knowing how to perform it in an efficient manner is a highly rewarding experience.

Colin Bleuze, the new CEO of Silver Star, claims that work equals life for him. He believes that when one learns to love his or her job, it will result in job satisfaction. He provides employees with the best amenities the firm can afford, such as a sports center, a health clinic, and other facilities. The results are clear: reduced absenteeism, increased productivity, and an interactive social culture. Which of the following is most likely to cause conflict and dissatisfaction in the work that the employees engage in at Silver Star?

A. The employees feel that such amenities are to be enjoyed outside of work.

B. The employees are given tasks that vary significantly from their job descriptions.

C. The employees demand fewer working hours or more pay.

D. Silver Star’s major competitor is changing its organizational structure.

E. Other companies are trying to replicate Silver Star’s approach to employee engagement.

B. The employees are given tasks that vary significantly from their job descriptions.

People experience _____ when they love their work, when they and their co-workers care about one another, and when they find their work meaningful.

A. burnout

B. cognitive job satisfaction

C. occupational intimacy

D. diminished personal accomplishment

E. emotional dissonance

C. occupational intimacy

James works at a publishing house. He is fond of his work and is a passionate team member. His colleagues show concern for him and his work, and he experiences a positive feeling about his work. In the context of job satisfaction, this feeling experienced by Vincent is known as _____.

A. job altruism

B. occupational intimacy

C. work loyalty

D. task obedience

E. job compliance

B. occupational intimacy

Which of the following practices is most likely to enhance occupational intimacy?

A. Lowering emphasis on organizational learning

B. Narrowing the scope of work

C. Setting highly abstract goals

D. Establishing rigid and enduring pay structures

E. Establishing policies that show concern for employees’ needs

E. Establishing policies that show concern for employees’ needs

Which of the following processes involves ensuring that HR policies, practices, and programs support or are congruent with an organization’s overall culture or brand, including its products and services?

A. Brand reinforcement

B. Brand alignment

C. Crowdsourcing

D. Brand dilution

E. Corporate social responsibility

B. Brand alignment

A firm’s marketing department plans to introduce a new product into the market. The department invites suggestions from employees about the new product. New employees at the firm are also given an exhaustive orientation by the HR department about the company’s vision and goals, and how the firm’s products have traditionally formed an integral part of their daily work life. This orientation activity organized by the HR department is an example of _____.

A. brand alignment

B. brand extension

C. brand equity

D. brand valuation

E. brand earnings

A. brand alignment

Unity Inc. sells novelty products to a niche market. With support from the human resources team, the customer services team handles the firm’s unique brand and reaches out to specific audiences. To ensure that its product line remains strong, the company’s CEO emphasizes team adherence to the ethics and policies of the organization. In this scenario, which of the following methods of employee engagement is the CEO of Unity Inc. encouraging?

A. Continuous learning

B. Opportunities for career progress

C. Recognition for accomplishments

D. Brand alignment

E. HR analytics

D. Brand alignment

Numerous cases of unethical behavior have been reported in a leading beverage company. Which of the following, if true, would strengthen the reason for the increase in these cases?

A. The firm uses only a written code of ethics.

B. The firm uses a continuous learning culture.

C. The firm failed to use its cloud computing services.

D. The employees at the firm experience occupational intimacy.

E. The firm excludes ethical behavior in its performance measures.

E. The firm excludes ethical behavior in its performance measures.

Which of the following is an HRM practice that helps organizations achieve high performance?

A. Work is performed by individuals.

B. Organization discourages continuous learning.

C. Performance management system measures customer satisfaction and quality.

D. Pay systems primarily reward loyalty to the company.

E. Technology increases costs.

C. Performance management system measures customer satisfaction and quality.

Job design aimed at empowerment:

A. is complex.

B. limits flexibility.

C. includes access to resources.

D. increases employee turnover.

E. includes a rigid pay structure.

C. includes access to resources.

ThinkBig Inc. has been known for its excellent customer service since its start more than 40 years ago. The founder of the company believes that it is because of the dedicated efforts of his employees. The company boasts of carefully selected employees who, through various tests, are hired based on their skills and their ability to contribute to the organization. The organization has benefited greatly because of its process of selecting employees, which, in turn, has resulted in customer loyalty to the services it provides. Rival companies have envied the type of selection methods the company has used to hire candidates. Which of the following would undermine the recruitment efforts of this company?

A. ThinkBig Inc. is not recognized as providing the best customer service.

B. Customers feel that there is no room for improvement in terms of service provided by ThinkBig Inc.

C. High performers in the company find it difficult to refer their friends to open vacancies in the company.

D. Other companies have adopted the same style of recruiting employees as ThinkBig Inc.

E. ThinkBig Inc. begins hiring employees without thoroughly assessing their skills and knowledge.

E. ThinkBig Inc. begins hiring employees without thoroughly assessing their skills and knowledge.

ITI Inc., a software company, is currently looking for employees to fill vacant positions. It is looking for prospective candidates who are enthusiastic about work and willing to share their knowledge with their colleagues on various topics related to their field. The HR department is responsible for finding the right type of candidate to fit the roles in the organization. In this scenario, the HR department at ITI Inc. is engaged in _____.

A. job design

B. training

C. performance management

D. recruitment and selection

E. job search

D. recruitment and selection

Identify the right HRM practice that can assist firms in becoming a high-performance organization.

A. Discipline system is conservative.

B. Organizations avoid monitoring employees’ satisfaction.

C. Selection system is job related and legal.

D. Work design encourages rigidity.

E. Technology is used sparingly.

C. Selection system is job related and legal.

Which of the following selection methods is used by organizations to identify employees who innovate, share ideas, and take initiative?

A. Technical proficiency

B. Psychological testing

C. Structured interview

D. Aptitude

E. Physical ability

B. Psychological testing

At a high-performance organization, recruitment and selection aim at obtaining the kinds of employees who can thrive in this type of setting. These employees are _____.

A. primarily individual contributors

B. enthusiastic about knowledge sharing

C. averse to risk taking

D. averse to experimentation

E. averse to taking initiatives

B. enthusiastic about knowledge sharing

One-way performance management systems can support organizational goals is by:

A. defining and measuring performance in broad behavioral terms.

B. linking performance measures to meeting internal and external customers’ needs.

C. ignoring situational constraints.

D. outsourcing those goals to professional behavior management firms.

E. choosing business goals based on employees’ skills and abilities.

B. linking performance measures to meeting internal and external customers’ needs.

Winston Memorial Hospital has a well-disciplined and focused staff. Doctors and other health care professionals are taught to follow the organization’s policies and guidelines and strictly conduct themselves and their jobs in a manner that reflects the hospital’s goals. These policies have helped the hospital gain recognition as one of the best hospitals in the region. This is an example of _____.

A. resource management

B. performance management

C. recruitment and selection

D. training and feedback

E. job design and job maintenance

B. performance management

A media company gives its employees monetary bonuses at the end of the company’s fiscal year based on employees’ contribution to the firm’s financial success. This is a method of:

A. including employees in organizational planning.

B. disassociating compensation from performance measures.

C. disseminating organizational learning.

D. increasing employee participation in strategic decision making.

E. linking compensation to performance measures.

E. linking compensation to performance measures.

Ronaldo, the general manager of RipnRoll Furniture, believes that each employee must thoroughly understand the goals of the organization. He understands that adhering to the vision and mission of the organization will help increase employee satisfaction and will also result in improved employee performance. Which of the following strengthens Ronaldo’s belief?

A. The vision and mission of the organization are ethical.

B. Understanding the organization’s goals helps employees improve their performance.

C. Employee performance can be enhanced by keeping costs under control.

D. Ronaldo has too many expectations of his employees.

E. The organization’s goals constantly change.

B. Understanding the organization’s goals helps employees improve their performance.

Compensation systems can help create the conditions that contribute to high performance. Consequently, organizations can increase empowerment and job satisfaction by:

A. communicating the basis for decisions about pay.

B. disassociating compensation from performance measures.

C. discouraging negotiations regarding pay.

D. limiting employee participation in management.

E. limiting the use of gainsharing and profit sharing.

A. communicating the basis for decisions about pay.

To improve the performance of employees at RowYourBoat Inc., the company provides recognition and monetary benefits to those employees whose performance exceeds expectations. This strategy can motivate some employees to perform better. This is an example of a(n) _____ strategy.

A. occupational intimacy

B. brand alignment

C. appraisal

D. compensation

E. job design

D. compensation

New technology usually involves _____—that is, using equipment and information processing to perform activities that had been performed by people.

A. downsizing

B. outsourcing

C. offshoring

D. automation

E. diversification

D. automation

Which of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?

A. E-HRM

B. Transaction processing

C. Automation

D. Expert systems

E. Decision support systems

B. Transaction processing

The HR department at AYM Resources is having a tough time documenting its strategies. In addition, irregularities were uncovered when reviewing the training expenses for a new group of employees. As a solution to these issues, the general manager proposes that all policies, decisions, expenses, and other plans be documented thoroughly with the help of computers that would store pertinent data and organizational information. In this scenario, the general manager proposes using _____.

A. transformational processing

B. expert systems

C. decision support systems

D. micro processing

E. transaction processing

E. transaction processing

Which of the following best defines decision support systems?

A. It refers to computer software systems that allow managers to see how outcomes vary when assumptions or data are altered.

B. It is a network of remote servers used to store reusable data.

C. It is a network of systems that incorporates decision rules used by people who are considered to have expertise in a certain area.

D. It refers to the set of topics on which a human resource information system collects and maintains information.

E. It refers to online training and development materials that employees can access at their own convenience from anywhere around the world.

A. It refers to computer software systems that allow managers to see how outcomes vary when assumptions or data are altered.

A manager wishes to test a range of assumptions on the availability of a certain skill in the labor market. He plans to enter different assumptions or data to check how the likely outcomes alter in accordance with the corresponding change in data. Which of the following is the most suitable system for such a purpose?

A. A decision support system

B. An expert system

C. An e-HRM system

D. A transactional processing system

E. A transitional matrix

A. A decision support system

The senior management of a firm is undecided about the number of employees needed for its new project. Management uses a network of computer software systems that enables it to know the various possible outcomes required for the formation of the new project team. The type of system most likely to have been used in this case is a(n) _____.

A. expert system

B. employee retention system

C. decision support system

D. work-action system

E. document management system

C. decision support system

_____ are computer systems that incorporate the decision rules used by people who are considered to have proficiency in a certain area.

A. Decision support systems

B. Expert systems

C. E-HRM systems

D. Transactional processing systems

E. Clouds

B. Expert systems

A firm’s HR department uses a computer system that assists in the selection of candidates to be interviewed for a job opening. The computer system enables the interviewer to act as both an interviewee and interviewer in a simulation, thus providing the HR specialist with comprehensive knowledge about the overall interview and selection process. This computer system is likely to be a(n) _____.

A. expert system

B. employee retention system

C. decision support system

D. work-action system

E. document management system

A. expert system

Which of the following statements is true of expert systems?

A. They can only be used by employees who have proven expertise in a certain area.

B. They increase errors arising from decision-making biases.

C. They are typically unstable.

D. They deliver quality at a very high cost.

E. They aid in reducing errors that result from fatigue.

E. They aid in reducing errors that result from fatigue.

A standard feature of a modern HRIS (Human Resource Information Systems) is the use of _____, which store data in separate files that can be linked by common elements.

A. graph databases

B. hypermedia databases

C. relational databases

D. unstructured databases

E. parallel databases

C. relational databases

Identify the advantage of a relational database.

A. It facilitates the storage of employee information in a single, large file.

B. It replicates the traditional method of filing employee data by name, a system that is strongly preferred by organizations worldwide.

C. It helps HR staff in retrieving information about specific applicants.

D. It helps people arrive at decisions that reflect expert knowledge.

E. It is designed to exclusively meet the needs of the HR department.

C. It helps HR staff in retrieving information about specific applicants.

Which of the following refers to a display of a series of HR measures, showing human resource goals and objectives and the progress toward meeting them?

A. A performance review template

B. A job preview

C. An expert system

D. An HR dashboard

E. A relational database

D. An HR dashboard

The HR department at TIP Consulting uses a human resource information system (HRIS). The employees of the department can view and track their individual progress as well as the progress that the department has made using HRIS. The component of the HRIS that enables this is called a(n) _____.

A. HR banner

B. HR bulletin board

C. HR showcase

D. HR dashboard

E. HR scroll

D. HR dashboard

Roger, an HR specialist at Maestro Inc., claims that the department is running exceptionally well because of the HR dashboard. Progress and developments of various tasks are accessed easily using HRIS technology. Which of the following validates Roger’s claim?

A. Roger believes in using traditional methods rather than new age innovations.

B. The HR dashboard can be accessed by employees with little training.

C. The dashboard provides an easy-to-scan review of HR performance on a companywide basis.

D. The HRIS receives frequent upgrades when there is a sudden increase in data storage.

E. Roger has not taken into account that his team has helped in creating satisfying results.

C. The dashboard provides an easy-to-scan review of HR performance on a companywide basis.

Which of the following is a vital tool in making confidential HR-related information widely accessible to authorized users within an organization?

A. A decision support system

B. An expert system

C. An intranet

D. A transactional processing system

E. A judge-advisor system

C. An intranet

Which of the following exemplifies one of the most creative developments in human resource information systems technology?

A. Decision support system

B. Transactional processing system

C. HR dashboard

D. Expert system

E. Intranet

C. HR dashboard

Most human resource information is confidential, so organizations engaging in e-HRM:

A. continuously limit the amount and type of information made available to company personnel.

B. increasingly place company-specific information on a secure intranet with links to resources on the broader Internet.

C. consolidate information into a single file and limit access to the database to top-level personnel within the company.

D. do not favor of knowledge sharing within the organization.

E. encourage employees to restrict the use of intranet.

B. increasingly place company-specific information on a secure intranet with links to resources on the broader Internet.

Identify the correct statement regarding e-HRM.

A. Most administrative and information-gathering HRM activities can be part of e-HRM.

B. E-HRM is less economical than traditional HR systems.

C. E-HRM has adversely affected employee manageability.

D. The number of organizations actively engaged in e-HRM is steadily decreasing.

E. A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it.

A. Most administrative and information-gathering HRM activities can be part of e-HRM.

Which of the following statements accurately characterizes e-HRM?

A. It requires employees to contact an HR staff person when they need information.

B. It poses new challenges to employees and new issues for HR managers to address.

C. It is less economical compared to traditional HR systems.

D. It has unfavorable effects on employee manageability.

E. It excludes information-gathering activities of human resource management.

B. It poses new challenges to employees and new issues for HR managers to address.

WingDing Inc. is a popular retailer with outlets in more than 30 cities in the United States. After a recent expansion during which it opened an additional 15 outlets, it was looking to expand its IT infrastructure to accommodate growing data needs. The IT department decided against increasing the capacity of the company’s servers. Instead, the team used a third-party hosting service for its data storage needs and for running its applications. The employees at the megastore were allowed access to this information through a web interface. In this scenario, WingDing is employing _____.

A. management information systems

B. relational database management

C. cloud computing

D. analytical processing

E. decision support systems

C. cloud computing

Alamos Inc. has extensively made use of the technology called cloud computing for several functions of its HR department. This technology has helped manage department functions, store necessary data, and also has given employees access to the required databases to resolve customer queries and complaints. Which of the following, if true, would disrupt the services provided by this arrangement?

A. Internet access in the facility is intermittent for three hours every day.

B. An updated version of the cloud is available with more features.

C. Many other companies are making use of this device to store and manage data.

D. The data stored can be subject to cyber crimes.

E. The technology automatically blocks access to those who do not have required credentials.

A. Internet access in the facility is intermittent for three hours every day.

In the context of an organization’s human resource division, which of the following statements is true of customers?

A. They refer specifically to the organization’s shareholders.

B. They refer specifically to the organization’s offshore clients.

C. They usually refer to the top management.

D. They refer to the organization as a whole and its other divisions.

E. They refer to the labor law enforcement agencies.

D. They refer to the organization as a whole and its other divisions.

The HR department meets the needs of line managers by:

A. providing qualified staffing.

B. assisting in performance management.

C. designing a rewards system.

D. providing training and development.

E. enforcing labor law regulations.

A. providing qualified staffing.

Which of the following is a way in which the HR department meets the needs of strategic planners?

A. They provide them qualified staffing.

B. They aid in performance management.

C. They introduce rewards systems.

D. They provide training and development.

E. They enforce labor law regulations.

B. They aid in performance management.

The HR department of an organization can meet the needs of employees by:

A. providing qualified staffing.

B. conducting performance management.

C. hiring people with niche skills.

D. providing training and development.

E. enforcing labor law regulations.

D. providing training and development.

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n) _____.

A. balanced scorecard

B. profit-and-loss statement

C. evidence-based HRM

D. job description

E. HRM audit

E. HRM audit

The primary focus of an HRM audit is based on:

A. motivating customers.

B. estimating the costs of implementing an HR practice.

C. reviewing the various outcomes of HRM functions.

D. determining the dollar value of the HRM program.

E. determining the legality of HR practices.

C. reviewing the various outcomes of HRM functions.

Identify a HRM function from the following functions.

A. Production

B. Appraisal

C. Export

D. Import

E. Copyright protection

B. Appraisal

In the context of an HRM audit, ratio of acceptance to offers made primarily serves as a business indicator for _____ activities.

A. employee development

B. appraisal

C. training

D. compensation

E. staffing

E. staffing

The HR department of a firm identifies the per capita requirement costs in its annual audit. It also calculates the average number of days taken to fill open positions at the firm. The data gathered were used as business indicators in the audit. The business indicators are most likely to measure the performance of the _____ activity of the firm.

A. training

B. employee appraisal

C. employee development

D. compensation

E. staffing

E. staffing

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?

A. Treatment of applicants

B. Average years of experience or education of hires per job family

C. Average days taken to fill open requisitions

D. Ratio of acceptances to offers made

E. Ratio of minority or women applicants to representation in local labor market

A. Treatment of applicants

Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?

A. Competitiveness in the local labor market

B. Ratio of average salary offers to average salary in community

C. Relationship between pay and performance

D. Employee satisfaction with pay

E. Fairness of existing job evaluation system in assigning grades and salaries

B. Ratio of average salary offers to average salary in community

Which of the following is a customer satisfaction measure that indicates the success of the compensation system designed by the HR department of an organization?

A. Competitiveness in local labor market

B. Ratio of average salary offers to average salary in community

C. Per capita (average) merit increases

D. Percentage of overtime hours to straight time

E. Ratio of recommendations for reclassification to number of employees

A. Competitiveness in local labor market

Which of the following is a business indicator of the success of the training programs implemented by the HR department of an organization?

A. The extent to which training programs meet the needs of employees and the company

B. Training dollars per employee

C. Communication to employees about available training opportunities

D. Assistance in identifying management potential

E. Quality of introduction or orientation programs

B. Training dollars per employee

While conducting an HRM audit, which of the following will serve as an important customer satisfaction measure in assessing the success of training programs conducted by HR?

A. Percentage of employees participating in training programs per job family

B. Percentage of employees receiving tuition refunds

C. Per capita (average) merit increases

D. Training dollars per employee

E. Quality of introduction or orientation programs

E. Quality of introduction or orientation programs

To determine the outcomes of the HR functions at Vesco International, several top-level managers suggest conducting a formal review of the HR department to evaluate its functions. The CEO approves the implementation of this suggestion. In this scenario, which of the following ways to measure the effectiveness of human resource management is Vesco practicing?

A. HRM functions

B. HRM audit

C. HRM analytics

D. HRM programs

E. HRM activities

B. HRM audit

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?

A. Promptness in handling claims

B. Average unemployment compensation payment

C. Per capita (average) merit increases

D. Benefit cost per payroll dollar

E. Percentage of sick leave to total pay

A. Promptness in handling claims

In the context of an HRM audit, average unemployment compensation payment primarily serves as a vital business indicator for activities related to _____.

A. staffing

B. training

C. employee appraisals

D. benefits

E. recruitment

D. benefits

Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization?

A. Assistance in identifying management potential

B. Organizational development activities provided by HRM department

C. Accuracy and clarity of information provided to managers and employees

D. Quality of introduction or orientation programs

E. Distribution of performance appraisal ratings

E. Distribution of performance appraisal ratings

Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities?

A. Ratio of personnel staff to employee population

B. Percentage of employees receiving tuition refunds

C. Per capita (average) merit increases

D. Working relationship between organizations and HRM department

E. Turnover rate

D. Working relationship between organizations and HRM department

A business indicator of the overall effectiveness of HR activities includes:

A. ratio of personnel staff to employee population.

B. accuracy and clarity of information provided to managers and employees.

C. competence and expertise of staff.

D. working relationship between organizations and HRM department.

E. assistance in identifying management potential.

A. ratio of personnel staff to employee population.

The use of HR analytics involves measuring a program’s success in terms of whether it:

A. adopted a pro-innovation approach.

B. was perceived as effective by external stakeholders.

C. sustained the status quo.

D. delivered value in an economic sense.

E. enjoyed the support of trade unions.

D. delivered value in an economic sense.

Maridings Inc., an apparel manufacturer, employed a large-scale recruitment drive to hire some of the country’s best fashion designers. The company’s HR team was responsible for measuring the success of this recruitment drive to quantify its returns. This process is referred to as _____.

A. HR report

B. HR audit

C. HR analytics

D. HR statistics

E. HR scoping

C. HR analytics

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department:

A. has a relatively limited influence over employee performance.

B. uses fewer and less-costly resources to perform its functions.

C. expends lavishly on resources.

D. has a more beneficial effect on the organization’s performance.

E. ensures that all operations are legal.

B. uses fewer and less-costly resources to perform its functions.

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater effectiveness means that:

A. the rate of employee turnover is considerably high.

B. the HR personnel use fewer and less-costly resources to perform its functions.

C. the average employee compensation in the organization is well above the prevailing market rate.

D. what the HR department does has a more beneficial effect on employees’ and the organization’s performance.

E. there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.

D. what the HR department does has a more beneficial effect on employees’ and the organization’s performance.

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