mhr 305 exam 1

Amazon, the online retailer, has been rapidly expanding its operations on a variety of dimensions as it continues to innovate and enter new business segments. From an HR perspective, Amazon will need to address which of the following strategic HR challenges? a. Aggressive recruiting and selection of new employees b. Linking compensation to achieving cost cutting objectives c. Providing meaningful career development for employees d. Employee transfer, reassignments, and layoffs e. Offering flexibility in employee choice of benefits

a. Aggressive recruiting and selection of new employees

Based on the Ledvinka, Scarpello, and Bergmann HRM model, consumers perceiving some of Kraft's products as being unhealthy is an example of a factor in the __________. a. External Environment b. Organizational Environment c. HR Planning d. HR Implementation e. HR Outcomes and Evaluation

a. External Environment

Based on the SAS video case presented in lecture, a specific example of an HR practice that supported the company's innovation strategy was ___________. a. It focused on paying employees the industry average for their base salaries but made performance-based pay a significant addition to their overall compensation. b. It allowed all employees to use telecommuting where they could work from remote locations every day. c. It fostered a corporate culture that emphasized customer service and product quality. d. It provided benefits such as unlimited vacation days and a 28-hour work week for full-time employees. e. It evaluated the performance of employees on a monthly basis

a. It focused on paying employees the industry average for their base salaries but made performance-based pay a significant addition to their overall compensation.

Based on the affirmative action data above, what can you conclude about affirmative action goals? a. The goal for female professionals should be 20% b. The goal for minority professionals should be 30% c. The goal for female middle managers should be 50% d. The goal for minority middle managers should be 10% e. There is no need to set goals for this data.

a. The goal for female professionals should be 20%

In terms of handling employment laws effectively, the key objective for management, HR, and individual contributors is to achieve . a. compliance with all applicable laws and regulations b. a basic understanding of relevant local and state HR laws and regulations c. affirmative action goals and timetables d. the creation of a culture that values teamwork e. the creation of in-depth training programs on employment laws that individual contributors (but not managers) need to complete

a. compliance with all applicable laws and regulations

Based on the Ledvinka, Scarpello, and Bergmann HRM model, the uncertainty in the automobile industry due to trade issues and the risk of a global recession are most relevant to which part of the model? a. External Environment b. Organizational Environment c. HR Planning d. HR Implementation e. HR Outcomes/Evaluation

a. external environment

The linkage of strategic planning and HRM with the GREATEST amount of integration is the ___________. a. integrative linkage b. two-way linkage c. one-way linkage d. administrative linkage e. closed system linkage

a. integrative linkage

The Schulenburg-Gu Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. However, line managers elected not to use these job descriptions when engaging in recruiting and selection practices for these jobs. This situation provides an example of ____________________. a. lack of horizontal integration b. vertical integration c. horizontal integration d. lack of vertical integration e. stakeholder alignment

a. lack of horizontal integration

Competencies that HR leaders need to be effective include __________. a. organizational leadership and navigation b. coding c. project management d. self-management e. report writing and making presentation

a. organizational leadership and navigation

Based on the "Home Depot" case study covered in discussion section, the key advantage of the technology used by Home Depot to support its hiring process is that it _________. a. required the company to be more systematic in its evaluation of job candidates and in making hiring decisions. b. It was a low cost system to implement. c. It handled all phases of the hiring process for managers. d. It was supported by top management. e. all of the above

a. required the company to be more systematic in its evaluation of job candidates and in making hiring decisions.

The three major competitive challenges facing U.S. companies that will increase the importance of HRM include competing through ____________. a. Technology b. Cost Cutting c. Diversity and Inclusion d. Teamwork e. Customer Service

a. technology

Based on our discussion in lecture of the future growth of STEM-related jobs and the International Comparisons of Educational Achievement for math and science, the key HR challenge that emerges for U.S. companies is that __________________. a. they will have difficulty finding enough qualified technical workers to meet their business needs in the future b. they will need to outsource all of their technical work to developing countries where there are more qualified technical workers c. they will be able to find enough qualified technical workers to meet their business needs d. they will need to outsource all of their technical work to developed countries where there are more qualified technical workers e. they will need to invest billions of dollars of their own funds to provide STEM-related training to new employees

a. they will have difficulty finding enough qualified technical workers to meet their business needs in the future

One of the most important and often overlooked steps in the process for conducting a job analysis is ________. a. validation b. utilization analysis c. availability analysis d. team consensus method e. correlation method

a. validation

The Marines video clip shown in lecture illustrated _______ as an element of organizational culture while the Nordstrom video illustrated the ________ element of organizational culture. a. values; stories b. legends; ceremonies c. physical structures; assumptions d. KPIs; initiatives e. vertical integration; horizontal integration

a. values; stories

Based on the analysis below, where is there strongest evidence of the lack of horizontal integration? a. Training and Development and Corporate Profitability b. HR Planning and Recruiting and Selection c. Recruiting and Selection and HR Planning d. Performance Management and Appraisal and Compensation and Benefits e. HR Planning and Performance Management and Appraisal

b. HR Planning and Recruiting and Selection

Which of the following statements by an HR leader reflects a stakeholder perspective of HR? a. HR's operating budget for 2019 is $2.0 million. b. HR will respond to employee concerns about the culture of the company being toxic and hostile toward protected classes by launching a cultural transformation initiative. c. The HR division at the company employs 100 team members. d. The HR function at the company was formally created in 1947. e. All of the above

b. HR will respond to employee concerns about the culture of the company being toxic and hostile toward protected classes by launching a cultural transformation initiative

Based on the Ledvinka, Scarpello, and Bergmann HRM model, the use of zero-based budgeting and investments in supply chain technologies are most relevant to which part of the model? a. External Environment b. Organizational Environment c. HR Planning d. HR Implementation e. HR Outcomes and Evaluation

b. Organizational Environment

The approach to job design that comes from biomechanics is called the ____________. a. motivational approach b. biological approach c. perceptual approach d. ergonomics approach e. systems approach

b. biological approach

The approach to job design that includes decision making autonomy and task significance is the _________ approach. a. mechanistic b. motivational c. biological d. perceptual e. socio-technical

b. motivational

Based on the Ledvinka, Scarpello, and Bergmann HRM model, Ford's restructuring initiative is most relevant to which part of the model? a. External Environment b. Organizational Environment c. HR Planning d. HR Implementation e. HR Outcomes/Evaluation

b. organizational environment

Based on our discussion of Johnson and Johnson, the company ranked as #1 as great company for diversity due to a variety of factors including __________. a. the company has a strict quota system for hiring women and minorities b. the CEO holds members of his senior management team accountable by tying compensation to the degree to which they achieve diversity goals. c. all new employees go through an in-depth diversity training program as part of their onboarding process. d. the CEO holds weekly lunch talks with employees to answer questions they have about diversity issues. e. All of the above.

b. the CEO holds members of his senior management team accountable by tying compensation to the degree to which they achieve diversity goals.

The Liberty Corporation has established a formal e-business unit designed to develop products and services that will demonstrate a concern for the environment and business sustainability. This new emphasis required a new set of knowledge and skills among employees including expertise in environmental issues. The HR department modified its hiring standards to include a requirement that all new college hires have taken at least one course in sustainability in college. This situation provides an example of . a. horizontal integration b. vertical integration c. lack of horizontal integration d. lack of vertical integration e. diversity and inclusion management

b. vertical integration

Based on the image below, the major practical implication for HR is to create and implement policies and practices focused primarily on which HR activity? a. Recruiting b. Training and Development c. Compensation and Benefits d. Performance Appraisal e. Selection

c. Compensation and Benefits

A disabled individual applies for a job as a computer operator at a telecommunications firm. He has indicated that he will need a dictation application on his computer and headset to do world processing since he does not have use of his hands. According to the Americans with Disabilities Act, what does the employer need to do in this situation? a. Reject the applicant given his disability condition b. Apply the reasonable person standard in determining whether to hire this applicant c. Determine whether the job applicant can perform the essential functions of the job d. Reject the applicant based on his request as it would pose an undue hardship to the employer e. Make a good faith effort to provide the applicant with an accommodation for his request as it seems reasonable

c. Determine whether the job applicant can perform the essential functions of the job

Enforcement of Title VII, ADA, and the Equal Pay Act is handled by the _______________. a. National Labor Relations Board (NLRB) b. Occupational Safety and Health Administration (OSHA) c. Equal Employment Opportunity Commission (EEOC) d. U.S. Department of Justice (DOJ) e. Federal Bureau of Investigation (FBI)

c. Equal Employment Opportunity Commission (EEOC)

The term that is used to refer to companies that rely primarily on non-traditional employment to meet service and product demands is ____________. a. outsourcing b. knowledge workers c. Gig economy d. contingent workforce e. independent contractors

c. Gig economy

Which of the following is (are) a key variable to be considered in the strategy implementation process? a. laws and regulations b. market trends c. HR capabilities d. competitor strategy e. all of the above

c. HR capabilities

Based on the article, "Why We Shouldn't Hate HR," in discussion section, key takeaways include ___________. a. HR must commit to relentlessly cutting operating costs and maximizing its operational efficiency. b. HR must outsource all of its activities with the exception of essential services like employee relations. c. HR needs to remember that strategy is culture and culture is strategy. d. HR needs to maximize horizontal integration within its function. e. HR must focus on maximizing the effectiveness of its recruiting process as this is the most important HR activity

c. HR needs to remember that strategy is culture and culture is strategy.

Based on the Ledvinka, Scarpello, and Bergmann HRM model, the reduction in the company's global salaried workforce is most relevant to which part of the model? a. External Environment b. Organizational Environment c. HR Planning d. HR Balanced Scorecard e. HR Strategy Map

c. HR planning

The system that was developed by the Department of Labor for classifying jobs using fixed job titles and narrow task descriptions was called ____________. a. DOL b. Alexa c. O*Net d. Indeed e. Glass Door

c. O*Net

. The key point(s) from the "pancakes and syrup" demonstration include _______________. a. Organizational culture must include visible and hidden elements. b. Strategic planning starts with an environmental analysis. c. Strategy must permeate an organization from top to bottom. d. HR must align what it does with the strategy of an organization. e. All of the above.

c. Strategy must permeate an organization from top to bottom.

The "Honeymooners" video clip involving Ralph and Thelma the Maid, illustrated which key point about job descriptions? a. Formal job descriptions are too rigid and inflexible to be useful. b. Workers should partner with immediate supervisors to conduct a job analysis. c. The absence of a job description is likely to create a misalignment between the expectations of the employer and the employee. d. Job descriptions cannot be developed for lower-level jobs like maids. e. Job specifications are not an essential component of an overall job description.

c. The absence of a job description is likely to create a misalignment between the expectations of the employer and the employee.

When taking a strategic approach to human resource management, the first question that needs to be asked is ________? a. How do I ensure compliance with employment laws and regulations? b. What is the best way to reduce costs? c. What are the goals/objectives of the organization? d. What type of training is needed to support job performance? e. What are the major strengths of the organization?

c. What are the goals/objectives of the organization?

. Based on the results above, the set(s) of ratings of vertical alignment that would require the use of the team consensus method include___________. a. corporate growth-recruiting b. corporate growth-selection c. corporate growth-training d. corporate growth-performance appraisal e. all of the abo

c. corporate growth-training

The degree to which employees are fully involved in their work and the strength of their job and company commitment is referred to as ____________. a. employee commitment b. employee satisfaction c. employee engagement d. employee involvement e. employee capacity

c. employee engagement

What is the name of the work system that attempts to maximize the fit between a company's social and technical systems? a. Six Sigma b. Total Quality Management c. High Performance Work System d. HR Information System e. Balanced Scorecard

c. high performance work system

The Mohan-Reese Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. These job descriptions are used to formulate and implement recruiting and selection practices for these jobs. This situation provides an example of ____________________. a. lack of horizontal integration b. vertical integration c. horizontal integration d. lack of vertical integration e. stakeholder alignment

c. horizontal integration

Based on our discussion of sexual harassment, this is an example of ___________. a. workplace stalking b. gender discrimination c. hostile work environment sexual harassment d. quid pro quo sexual harassment e. elevator eyes

c. hostile work environment sexual harassment

The approach to job design that emphasizes job complexity, information processing, and equipment use is the ____________. a. motivational approach b. biological approach c. perceptual approach d. ergonomics approach e. systems approach

c. perceptual approach

The type of illegal discrimination that is most relevant to individuals with disabilities is _______________. a. disparate treatment b. adverse impact c. reasonable accommodation d. undue hardship e. hostile work environment

c. reasonable accommodation

Based on the "Strategic HR" case study involving Sharpco Manufacturing discussed in lecture, one opportunity for improvement regarding how Charmayne Powell (Vice President of Human Resources) handled the discussion with Brian Powell (Vice President of Marketing) regarding the reduction in the timeline for completing the project was __________. a. she failed to address the cost implications of the reduced timeline b. she accused Brian of not being a team player because he told the client that the project could have be completed in one year rather than two without consulting anyone in the company. c. she focused only on the impact of the reduced timeline on HR costs. d. she failed to articulate how HR issues would be important considerations in completing the project under a reduced timeline. e. she demonstrated that she knew nothing about marketing issues.

c. she focused only on the impact of the reduced timeline on HR costs.

High performance work systems maximize the fit between a company's _________ and __________ systems. a. strategic; operational b. HR; strategic c. social; technical d. financial; marketing e. business process; structural

c. social; technical

Based on the job description shown below, the major opportunity for improvement is _________. a. The job title is not very appealing. b. The job summary is missing. c. The job specification is missing. d. The duties, tasks and responsibilities are missing. e. There is no information about the company in the job description

c. the job specification is missing

Based on the video clips shown in class from the "Breakfast Club," the breakthrough moment for the five characters who started the day hating each other and focusing on their differences that led to a strong bond and friendship was when ____________. a. they realized that to be a wrestler, you don't need a lobotomy, but a pair of tights will come in handy b. they came together in opposition to the assistant principal who treated them with disrespect and abused them verbally c. they discovered that they all had unhappy situations with their families and relationships with their parents d. they realized that the Physics Club really should load up and party and not just dress up e. everyone decided to ghost the "burner" by leaving him alone in the library to sulk and smoke his weed.

c. they discovered that they all had unhappy situations with their families and relationships with their parents

Rebecca's Diner is a fast-food restaurant that competes directly with McDonalds and Burger King. The company's basis business model is to provide high quality food at a reasonable cost, served by customer service-oriented staff. The company's recruiting process emphasizes asking a lot of interview questions about previous customer service experience. As a result of this, the company's customer service has been exceptional. This is an example of which of the following? a. horizontal integration b. lack of horizontal integration c. vertical integration d. lack of vertical integration e. all of the above

c. vertical integration

The performance excellence evaluation criterion from the Malcom Baldrige National Quality Award Program that is most directly relevant to the bottom line of an organization is _____________. a. Leadership b. Operations Focus c. Workforce Focus d. Strategic Planning e. Results

c. workforce focus

Job descriptions are used to support which of the following HR activities? a. Formulating the vision and mission of an overall organization. b. Conducting an external environmental analysis. c. Conducting a market and competitor analysis. d. Developing performance criteria for a performance appraisal process. e. All of the above.

d. Developing performance criteria for a performance appraisal process.

AT&T is growing itself by acquiring Time Warner as this will enable AT&T to enter the media industry. From an HR perspective, these companies will likely need to address which of the following strategic HR challenges? a. Aggressive recruiting and selection of new employees b. Linking compensation to achieving growth objectives c. Providing meaningful career development for employees d. Employee transfer, reassignments, and layoffs e. All of the above

d. Employee transfer, reassignments, and layoffs

The provision of the Occupational Safety and Health Act that states that an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards is the _____________. a. Health and Safety Imperative b. Safety Regulation 2000 c. ADA Standard d. General Duty Clause e. NIOSH Directive

d. General Duty Clause

Suppose that you are the leader of a team of seven subject matter experts (SMEs) who are conducting an assessment of the vertical integration of HR practices with the corporate strategy of a consumer products company. Based on an examination of the ratings from the seven SMEs, you find that the variation in ratings for the performance appraisal - corporate growth strategy assessment is excessive. Based on the use of the team consensus method, which action would be most appropriate for you to take to address this situation? a. Do nothing as the excessive variation is acceptable. b. Simply average the scores of the seven SMEs. c. Throw out the highest and lowest ratings and average the remaining five scores. d. Hold a meeting, ask each SME to justify his/her rating, discuss this as a team, and ask each person to consider modifying his/her rating. e. Ask the raters to start over and complete a new set of ratings for performance appraisal-corporate growth strategy

d. Hold a meeting, ask each SME to justify his/her rating, discuss this as a team, and ask each person to consider modifying his/her rating.

Based on the SAS video case presented in lecture, a specific example of an HR practice that supported the company's innovation strategy was ___________. a. It was a leader in how much it paid its employees and this motivated them to do a good job b. It allowed all employees to use telecommuting where they could work from remote locations every day. c. It fostered a corporate culture that emphasized customer service and product quality. d. It provided benefits such as a swimming pool and other exercise facilities to help workers to achieve worklife balance. e. It evaluated the performance of employees on a monthly basis.

d. It provided benefits such as a swimming pool and other exercise facilities to help workers to achieve worklife balance.

One of the most broadest and well-researched instruments for analyzing jobs that focuses on inputs, processes, relationships, and outputs is the __________. a. Job Diagnostic Survey b. Job Descriptive Index c. O'Net d. Position Analysis Questionnaire (PAQ) e. Employee Engagement Inventory

d. Position Analysis Questionnaire (PAQ)

You are the HR manager at a small printing company in North Carolina. Your company has had three sexual harassment lawsuits filed against it by female employees. The president of the company has asked you to address the situation immediately in order to prevent future incidents of sexual harassment. Based on our discussion of practical guidelines for handling sexual harassment, the actions you would take include . a. Create a "three strikes and you are out" policy on sexual harassment b. Implement an informal grievance procedure for employees c. Transfer employees who file sexual harassment complaints in order to protect them from retaliation d. Take every complaint seriously e. All of the above

d. Take every complaint seriously

Under the Age Discrimination in Employment Act (ADEA), how have the courts handled age discrimination lawsuits where employers used early retirement incentives to older workers in order to help reduce a surplus of labor? a. The courts have ruled them to be illegal. b. The courts have ruled them as fair and legal regardless of how the employer structured the terms of the incentives. c. The courts have allowed them so long as the employer can demonstrate that it had a legitimate business need for offering them. d. The courts have allowed them so long as the workers involved were not coerced into signing a waiver of the right to sue the company as part of the agreement. e. The courts have ruled that employers may not require workers who are offered early retirement incentives to sign a waiver of the right to sue the company under any circumstances.

d. The courts have allowed them so long as the workers involved were not coerced into signing a waiver of the right to sue the company as part of the agreement.

A job analyst was assigned to conduct a job analysis for a customer service relationship specialist job in her company. Her process for conducting a job analysis started by her researching the job online and finding examples of job descriptions for the job at other companies. She then interviewed two managers of customer service relationship specialists, compiled all of the data, drafted the job description, obtained feedback from his boss in HR, and finalized the position description. Based on the process for conducting a job analysis presented in lecture, how would you evaluate the effectiveness of the job analysis process used in this situation? a. The job analysis process was very appropriate and effective. b. The job analyst should have conducted one work-site tour for the job. c. The job analyst should have interviewed at least five managers of people who perform the job. d. The job analyst failed to validate the job description. e. Two job analysts should have been involved in conducting the job analysis.

d. The job analyst failed to validate the job description.

. Based on the affirmative action data above, what can you conclude about the key problem area? a. The most significant "gap" is for minority executives b. The most significant "gap" is for female middle managers c. The most significant "gap" is for minority middle managers d. The most significant "gap" is for professional females e. There are no gaps in this data from an affirmative action perspective

d. The most significant "gap" is for professional females

Based on the image below, which of the following is (are) true? a. The top 45% of earners are doing significantly better over time in terms of income. b. The top 20% of earners are only doing better over time in terms of income because they tend to possess multiple jobs. c. The bottom 60% of earners are doing okay since tax cuts are dramatically increasing their real income. d. The overall pattern of results supports the conclusion that income inequality in the U.S. is increasing over time. e. All of the above

d. The overall pattern of results supports the conclusion that income inequality in the U.S. is increasing over time.

The FIRST question that must be asked when taking a strategic approach to HR is____________, a. How big of a budget is available to support HR? b. Does top management understand HR? c. What type of corporate culture does the organization possess currently? d. What are the key goals and strategies of the organization? e. What are the key challenges in the external environment of the organization?

d. What are the key goals and strategies of the organization?

The question that best reflects the bottom-line concern for human resource management is _______. a. What is HR doing to foster an organizational culture that respects diversity and inclusion? b. What is HR doing to minimize labor costs while supporting corporate profitability? c. What is HR doing to ensure that management makes decisions that reflect an emphasis on business sustainability? d. What is HR doing to ensure that the right people with the right skills are doing the right things in the jobs that are important for executing business strategy? e. What is HR doing to align its training function with the career aspirations of the workforce?

d. What is HR doing to ensure that the right people with the right skills are doing the right things in the jobs that are important for executing business strategy?

The linkage of strategic planning and HRM with the LEAST amount of integration is the ___________. a. integrative linkage b. two-way linkage c. one-way linkage d. administrative linkage e. closed system linkage

d. administrative linkage

Based on our discussion of the Wal-Mart pharmacist gender discrimination lawsuit AND the Hooter's racial discrimination lawsuit in class, the employers involved in these cases lost the lawsuits because they ____________. a. did not have a formal complaint resolution process for employees b. did not work with the employees' unions to resolve the issue c. failed to document specifics in the case to support their defense d. did not treat these employees in a manner that was consistent with how they treated other employees for the same issue e. bribed the employees so that they would drop their lawsuits

d. did not treat these employees in a manner that was consistent with how they treated other employees for the same issue

The Schoolhouse Rock video shown in class called, "Great American Melting Pot" illustrated which concept related to our discussion of diversity? a. conspicuous imbalance b. availability analysis c. affirmative action d. inclusion e. reverse discrimination

d. inclusion

The HR department at the RTX Corporation devotes a lot of time on "providing resources to employees by listening and responding to their concerns about their workplace. Based on Ulrich's Strategic HR Roles Framework, the deliverable associated with this activity is to . a. achieve vertical integration b. maximize employee retention c. become an employer of choice d. increase employee commitment and capability e. maximize profitability and shareholder return

d. increase employee commitment and capability

Mickey's Diner is a fast-food restaurant that competes directly with McDonalds and Burger King. The company's basis business model is to provide high quality food at a reasonable cost, served by customer service-oriented staff. The company's recruiting process only requires that service staff by at least 16 years- old and available to work evenings and weekends. As a result of this, the company's customer service has been very uneven. This is an example of which of the following? a. horizontal integration b. lack of horizontal integration c. vertical integration d. lack of vertical integration e. all of the above

d. lack of vertical integration

What is the name of the process used to determine how to use less effort, time, equipment, and space but still meet customer requirements? a. Six Sigma b. Total Quality Management c. High Performance Work System d. Lean Thinking e. Malcom Baldrige National Quality Award

d. lean thinking

The approach to job design that includes elements of job complexity, information processing, and equipment use is the _________ approach. a. mechanistic b. motivational c. biological d. perceptual e. socio-technical

d. perceptual

Based on the "Strategic HR" case study involving Sharpco Manufacturing discussed in lecture, one strength regarding how Charmayne Powell (Vice President of Human Resources) handled the discussion with Brian Powell (Vice President of Marketing) regarding the reduction in the timeline for completing the project was __________. a. she presented actual data showing that the company could not handle the additional cost of completing the project in one year. b. she accused Brian of not being a team player because he told the client that the project could have be completed in one year rather than two without consulting anyone in the company. c. she focused only on the impact of the reduced timeline on HR costs. d. she pointed out that completing the project in one year was a deviation from the strategic plan that Brian was involved in creating for the company. e. she demonstrated that she could assume a marketing mindset when making decisions.

d. she pointed out that completing the project in one year was a deviation from the strategic plan that Brian was involved in creating for the company.

Based on our discussion of the plan for Chinese manufacturer Foxconn to build and operate a factory in Wisconsin where it will create thousands of jobs, and assemble high end electronics, the biggest HR challenge facing the company is the ____________. a. high labor costs in Wisconsin b. complex employment legal and regulatory environment c. lack of infrastructure in Wisconsin to support transportation and logistics d. shortage of qualified workers to fill positions in the company e. hostile unions and special interest groups that are opposed to Foxconn's plan to locate a factory in Wisconsin

d. shortage of qualified workers to fill positions in the company

Based on our discussion of AT&T as the #1 ranked company for diversity, this was due to a variety of factors including __________. a. the company has a strict quota system for hiring women and minorities b. the CEO holds members of his senior management team accountable by tying compensation to the degree to which they achieve diversity goals. c. all new employees go through an in-depth diversity training program as part of their onboarding process. d. the CEO of the company is personally involved in activities supporting diversity and inclusion e. All of the above

d. the CEO of the company is personally involved in activities supporting diversity and inclusion

Based on the balanced scorecard shown above, the major deficiency is that the___________. a. financial targets for the financial dimension are completely inappropriate given the company's strategic plan. b. measures for the customer dimension are not reliable and valid. c. initiatives for the organizational capacity (workforce) are not aligned with each other. d. there is no action plan for achieving the targets for the organizational capacity (workforce) dimension. e. the initiatives associated with the internal processes dimension will be too costly and time consuming to implement successfully.

d. there is no action plan for achieving the targets for the organizational capacity (workforce) dimension.

Based on the balanced scorecard shown above, the major deficiency is that the___________. a. financial targets for the financial dimension are completely unrealistic b. measures for the customer dimension are impossible to obtain c. initiatives for the organizational capacity (workforce) are not aligned with the strategies in the strategy map. d. there is no indication of how to define success for the KPIs under the internal processes dimension. e. all of the above

d. there is no indication of how to define success for the KPIs under the internal processes dimension.

You have been hired as a consultant by the vice-president of human resources at a computer company in order to help her to develop and implement strategies for enhancing the credibility of HR in the organization. Based on this situation and the Strategies for Enhancing the Credibility of HR, which of the following would you recommend? a. Hire outside firms (i.e., outsource) to handle key HR processes such as payroll b. Formally define HR responsibilities in relation to external customers and suppliers c. Listen to focus primarily on front-line employee problems and concerns d. Never question senior management's decisions about employee issues e. Ensure that HR staff have firsthand experience with line operations

e. Ensure that HR staff have firsthand experience with line operations

Based on the Ledvinka, Scarpello, and Bergmann HRM model, the wholesale layoffs of middle management that is associated with the use of zero-based budgeting is most relevant to which part of the model? a. External Environment b. Organizational Environment c. Compensation and Benefits d. Job Analysis e. HR Outcomes/Evaluation

e. HR Outcomes/Evaluation

Based on the correlational analysis used to assess vertical alignment, the HR strategy that demonstrates vertical alignment with corporate profitability is __________. a. HR Model Workplace Initiative b. HR Employee Engagement Program c. Workforce Diversity and Inclusion Program d. Employee Wellness Program e. None of the HR strategies demonstrate vertical alignment with corporate profitability.

e. None of the HR strategies demonstrate vertical alignment with corporate profitability.

Based on the image below, which of the following is true? a. Pay equity between men and women will be achieved by the year 2100. b. The gap between men and women's pay has increased between 1960-2016. c. The root cause of the gender gap in pay is widespread discrimination in the workplace. d. Women's pay will exceed men's pay by the year 2150. e. Pay equity between men and women may never be achieved based on these projections.

e. Pay equity between men and women may never be achieved based on these projections.

Based on the Hewlett Packard strategic HR case study discussed in lecture, actions that were taken by management and HR leaders to support the effective implementation of a strategic approach to HR included . a. Senior management and HR leaders defined the degree of ownership for playing the most important strategic HR role, being that of the administrative expert. b. Senior management reassigned a key executive to the HR leadership team to provide support. c. Management and HR leaders developed a budget for the initiative to ensure that financial support was available for the initiative. d. Senior management and HR developed a strategy map and balanced scorecard to formalize the new strategic approach to HR in the company. e. Senior managers and HR defined specific practices associated with each of the four HR roles.

e. Senior managers and HR defined specific practices associated with each of the four HR roles.

Based on applying the 4/5 rule to the data above, there is evidence of adverse impact for ___________. a. Hispanics b. African Americans c. Asian Americans d. Native Americans e. There is no evidence of adverse impact in this data.

e. There is no evidence of adverse impact in this data.

Based on our discussion of the profile of Ernst and Young, the employer rated as the best company for diversity by Diversity.org, which of the following is(are) key elements of their diversity and inclusion? strategy? a. Diversity is a core value that is integrated into the strategic plan of the firm. b. The firm organizes and runs employee resource groups for various types of workforce diversity. c. The firm supports diverse workers through a mentoring program. d. The firm possesses a senior leadership position that focuses on diversity and inclusion. e. All of the above.

e. all of the above

Based on the "Downsizing" Incident from your textbook that was discussed in lecture, the elements of the company's environment that Scott (the HR Manager) will need to consider in developing his suggested plan for reducing the size of the workforce by 30% in his company include . a. Competition and the need to be cost competitive b. Impact of the reduction on the community in which it has been located c. Negative press from the media d. Negative campaigns from special interest groups e. All of the above

e. all of the above

Based on the "Sexual Harassment at Fox News" article that you analyzed in discussion section, effective actions that management at Fox News took to address the problems it was experiencing with sexual harassment included that they _____________. a. fired (or they resigned) men who engaged in sexual harassment and racial discrimination after investigations into allegations were completed. b. hired women for high level management/executive positions in the company. c. implemented "civility training" for all employees along with follow-up live training. d. increased the role of HR in the company by having the HR VP also assume the role of Chief Compliance Officer and have him report to the parent company and not Fox News executives. e. all of the above.

e. all of the above

Based on the "Why We Hate HR" article you read for discussion section, the reasons why there is often a disconnect between business strategy and HR strategy include ____________. a. many HR executives do not have a point of view regarding the future of organizations or how organizations are going to change. b. business strategy is very dynamic so it is hard to align HR strategies with. c. many HR executives do not have an understanding of how to run a company as a business. d. many HR executives do not operate out of a set of principles and values. e. all of the above.

e. all of the above

Based on the Mars Incorporated case study covered in discussion section, recommendations for enhancing the effectiveness of the HR function include _______. a. Add more "perks" besides free candy to enhance the workplace culture. This could include employee appreciation events, a wellness program, on-site childcare, flexible work schedules, etc. b. Align HR policies and practices with each of the five principles of Mars - Quality, Responsibility, Mutuality, Efficiency, and Freedom. Currently, they are only addressed through the training process. They should be reflected in the performance appraisal and rewards and bonus systems as well. c. Restructure the bonus system so that it is also based on company performance and individual performance, in addition to team performance. d. A and C only are correct. e. All of the above.

e. all of the above

Based on the Stakeholder Model for HR, key stakeholders include ______________. a. Investors/Owners b. Customers c. Communities/Regulators d. Dealers (Suppliers) e. All of the above

e. all of the above

Based on the article analysis called, "Sexual Harassment at Fox News," recommendations for changing the company's culture to address sexual harassment and racial discrimination issues include ________. a. Update job descriptions for all jobs to reflect the new policy on harassment/discrimination as a key responsibility. b. Continue civility training in the future for all new employees during employee orientation. c. Integrate civility training into new manager training. d. Align performance appraisal criteria to include diversity for all employees. e. All of the above.

e. all of the above

Based on the diversity section of Denny's website that you read in preparation for discussion section, Denny's diversity strategy includes which of the following elements? a. Supplier diversity b. Community involvement c. Scholarship program for high school and college students d. Diversity events e. All of the above.

e. all of the above

Managerial implications for preventing problems with HR legal issues include ________________. a. provide training regarding employment laws to employees and managers b. carefully document employment decisions c. ask only for information you need to know d. establish a complaint resolution process e. all of the above

e. all of the above

The "15 Biggest Challenges Facing HR in 2018" covered in discussion section included ______________. a. drug testing and substance abuse b. employee handbooks c. cyber breaches and data security d. state and municipal issues e. all of the above

e. all of the above

The "Star Wars" video clips shown in lecture illustrated which aspect(s) of effective strategy? a. A formal analysis of the "Death Star" was conducted as the basis for the strategy. b. A briefing including all of the individuals who would be involved in the execution of the strategy was held. c. The space fighters were equipped with technology to increase the ability of the pilots to hit their targets using missiles. d. Communications technology and support staff kept the fighter pilots updated on the situation during the attack. e. All of the above.

e. all of the above

The GU Corporation has been struggling in the last three years based on declining sales, profits, high customer turnover, etc. As a result, management has decided that the company must make dramatic changes to all aspects of its strategy and operations in order to survive. The company's workforce of 2,500 people are members of the Top Gunners of America union. The union has had a very hostile relationship with management in the past and this has led to multiple strikes that caused serious damage to the company's profitability. Based on our discussion of corporate strategies and their associated HR challenges, the GU corporation will likely experience challenges in implementing which of the following HR strategies? a. Reduction in staffing through layoffs and early retirements. b. Reduction in staffing through hiring freezes. c. Retraining employees for new jobs in the organization. d. Reducing costs through pay freezes, pay reductions, etc. e. All of the above

e. all of the above

Which of the following is (are) a key variable to be considered in the strategy implementation process? a. organizational structure b. reward systems c. types of information d. selection, training and development e. all of the above

e. all of the above