Strategic HR Function | Ch16 – Complete Test Bank 10e

1.

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

2.

Employee relations are part of traditional HRM activities. 
 
True    False

3.

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

4.

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

5.

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

6.

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

7.

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

8.

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

9.

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

10.

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

11.

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

12.

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

13.

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

14.

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

15.

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

16.

Information technology applications are a prerequisite for HRM process redesign. 
 
True    False

17.

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

18.

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

19.

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

20.

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

21.

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

22.

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

23.

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

24.

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

25.

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

26.

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

27.

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

28.

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

29.

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

30.

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

31.

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

32.

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

33.

The first step toward customer orientation is 
 

34.

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

35.

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

36.

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

37.

Examining the need to develop new technologies is part of 
 

38.

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

39.

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

40.

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

41.

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

42.

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

43.

Which of the following is true of the audit approach? 
 

44.

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

45.

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

46.

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

47.

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

48.

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

49.

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

50.

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

51.

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

52.

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

53.

Which of the following is true about improving HRM effectiveness? 
 

54.

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

55.

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

56.

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

57.

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

58.

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

59.

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

60.

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

61.

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

62.

The generic structure of HRM functions is likely to result in 
 

63.

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

64.

A firm is most likely to outsource services when 
 

65.

The most likely activities to be outsourced include _____ activities. 
 

66.

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

67.

Which of the following is true about the reengineering process? 
 

68.

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

69.

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

70.

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

71.

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

72.

Which of the following steps in reengineering involves conducting surveys? 
 

73.

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

74.

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

75.

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

76.

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

77.

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

78.

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

79.

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

80.

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

81.

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

82.

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

83.

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

84.

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

85.

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

86.

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

87.

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

88.

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

89.

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

90.

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

91.

Discuss the three categories of HRM activities in terms of their strategic value to a firm. 
 

92.

Identify the steps involved in the basic process of building an HR strategy. 
 

93.

The variety of ways in which HR strategies can be generated results in various levels of linkage with the business. Discuss the four categories of this relationship. 
 

94.

Discuss the audit and analytic approaches to evaluating the effectiveness of HRM practices. 
 

95.

Explain how HRM functions are divided in firms that follow the recent generic structure of HRM. 
 

96.

Discuss how outsourcing is being used to increase the effectiveness of HR. 
 

97.

Discuss the steps involved in the reengineering process. 
 

98.

Discuss the three broad functions that technology has been used for in HRM. 
 

99.

Discuss the four competencies that HR professionals require to become partners in the strategic management process. 
 

100.

List the roles of a chief human resource officer (CHRO).