Midterm

What are the Common HR Metrics?

-Absence rate -Turnover rate - Turnover costs

How to use Analytics to Understand Relationships

-Does satisfaction with pay impact retention or turnover? -Do flexible work schedules impact efficiency or productivity?

What are 3 Metrics used by Fortune 500 Companies?

-Employee Retention -Corporate Morale -Employee Satisfaction

What are the benefits of Strategic Approach

-Facilitates development of high quality workforce through focus on types of people and skills needed -Facilitates cost effective utilization of labor

What are some calculations of Human Capital?

-Human Capital Return on Investment -Profit per employee -HR expense factor -Human Capital value added -Turnover rate

What are some Outcomes of Strategic HR?

-Increased performance -Customer/Employee satisfaction -Enhanced Shareholder value

What are the two Models of Strategy?

-Industrial (which looks at the external environment) -Resource based (which looks at the internal environment)

What are the most important workplace trends affecting HR today?

-Recruiting in a job seekers market -The rise of "shared accountability" -Workplace diversity

What does it mean to be an Investment Oriented Organization?

-Seeing people as central to the mission -Mission statement

What are some companies that exemplify Strategic Human Resources?

-Southwest Airline -Google -Wells Fargo

What are the the possible roles Assumed by the HR function?

-Strategic partner -Change agent -Administrative expert -Employee champion

What are some sources of employee value?

-Technical Knowledge -Ability to learn and grow -Decision making -Motivation (companies like google) -Commitment -Teamwork skills

What are the 7 barriers to Strategic HR?

1. Short term mentality/focus on current performance. 2. Inability of HR to think strategically. 3. Lack of appreciation of what HR can contribute. 4. Failure to understand general manager's role as an HR manager. 5. Difficulty in quantifying many HR outcomes. 6. Perception of human assets as higher-risk investments. 7. Incentives for change that might arise.

In a Markov analysis, if the current year's retention rate for 100 retail sales associates is 70%, then the forecasted number of sales associates that will be retained next year will be: a. 70 b. 30 c. 80 d. 100

A) 70

Which federal employment law led to the creation of the Equal Employment Opportunity Commission (EEOC)? a. Civil Rights Act b. Americans with Disabilities Act c. Equal Rights Act d. Patriot Act

A) Civil rights act

The management systems that are analyzed as part of the organizational self-assessment phase of the strategic management process include __________. a. culture b. mission statement c. regulations d. economic Trends

A) Culture

What is the federal law that prohibits wage discrimination based on sex or gender for jobs that require equal skill, effort, and responsibility performed under similar working conditions? a. Equal Pay Act b. Rehabilitation Act c. Americans with Disabilities Act d. Civil Rights Act

A) Equal Pay Act

Global accounting and consulting firm PwC took what critical action in 2003 to support diversity in the company? a. It created a chief diversity officer position. b. It hosted a major diversity conference. c. It implemented a formal affirmative action program. d. It implemented a formal diversity training program.

A) It created a chief diversity officer position

The first step in the strategic management process focuses on addressing which factor? a. Mission statement b. Goals and objectives c. Environmental analysis d. Organization self-assessment

A) Mission Statement

Senior management at a high tech firm based in Silicon Valley is concerned with how to build the capacity of its workforce to adapt to rapid changes in the firm's external environment. In particular, the firm needs work systems to be able to take advantage of opportunities, and to avoid or overcome threats in the external environment of the firm. Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this situation? a. Rapid deployment specialist b. Relationship builder c. Knowledge facilitator d. Human capital steward

A) Rapid deployment specialist

HR practices that represent a strategic approach at Southwest Airlines include a(n)________. a. selection process that is very rigorous b. leadership development training program for all employees c. pay policy that is based on 100% incentive-based pay d. corporate culture that emphasizes efficiency and getting results

A) Selection process that is very rigorous

Which of the following statements is true regarding a strategic approach to HRM? a. The role of HR is transformational change leader and initiator. b. The time horizon is short-term. c. Responsibility for HR falls on staff specialists. d. The focus is on employee relations.

A) The role of HR is transformational change leader and initiator

The role of HR in supporting step 5, develop alternative performance options, of the strategic planning process is to _________. a. determine what resources exist in the organization versus what resources need to be acquired from outside the organization b. conduct research regarding what has been done regarding the planning process in the past c. ensure that all performance measures are clearly understood in the organization d. develop plans and programs to enhance employee engagement and commitment

A) determine what resources exist in the organization versus what resources need to be acquired from outside the organization.

Based on the HR Value Chain, the order of factors in the chain occurs in which order? a. employee outcomes, operational outcomes, financial/accounting outcomes, market-based outcomes b. financial/accounting outcomes, market-based outcomes, operational outcomes, employee outcomes c. operational outcomes, financial/accounting outcomes, market-based outcomes, employee outcomes d. market-based outcomes, operational outcomes, employee outcomes, financial/accounting outcomes

A) employee outcomes, operational outcomes, financial/accounting outcomes, market-based outcomes

Global accounting and consulting firm PwC took what critical action in 2003 to support diversity in the company? a. It created a chief diversity officer position. b. It hosted a major diversity conference. c. It implemented a formal affirmative action program. d. It implemented a formal diversity training program

A) it created a chief diversity officer position

Sarasota Memorial Hospital is able to motivate, engage, and retain its employees based on its strategic plan that emphasizes __________. a. the five pillars of excellence b. diversity and inclusion c. fun and family orientation d. employee empowerment

A) the five pillars of excellence

A positive link between environmental and economic performance for organizations is more likely for differentiating products when __________. a. there is credible information about the environmental features of the product b. there is no additional cost to the product features that reflect a concern for the environment c. the product features are enhanced in terms of general functionality, but they do not reflect a concern for the environment d. there are no barriers to other firms offering a product with the same environment-friendly features

A) there is credible information about the environmental features of the product.

Which of the following is true regarding succession planning in organizations? a. They use replacement charts as the basis for planning. b. They apply to all jobs in an organization. c. They are easy to implement in practice. d. All of these are correct.

A) they use replacement charts as the basis for planning

You have been hired as a diversity consultant by the management team at a major telecommunications firm that wants to create affinity groups for various dimensions of diversity (e.g., race, gender, disabilities, LGBT) in the company. Management has expressed a strong desire that these affinity groups be successful and sustainable in the future. Given this, what would be a key recommendation you would offer management? a. Make sure that the affinity groups are linked to the overall diversity strategy of the company and that they are not allowed to operate in isolation. b. Assign first-line supervisors as leaders of affinity groups. c. Assign individual contributors as leaders of affinity groups. d. Make sure that there are at least ten affinity groups.

A)Make sure that the affinity gourds are linked to the overall diversity strategy of the company and that they are not allowed to operate in isolation.

Which measure does the HR function at Dow Chemical use to assist in calculating both the current and future contribution of employees for the overall financial success of the company?

Actual Human Capital Return (AHCR)

According to Kendal Helms (guest speaker), why does she say that it is important to take data? a) Data can speak for the company. b) Data helps analyze the effectiveness of the employees and the product. c) Data is the only source of information that can be used to aid the company. d) Data helps the company figure out the number of employees that need to be replaced.

B

The type of planning that involves the anticipation of needs for groups of employees in lower-level positions is called: a. operational planning b. aggregate planning c. strategic planning d. succession planning

B) Aggregate Planning

The HR challenge that emphasizes incentives and rewards for worker creativity is associated with which corporate strategy? a. Internal growth b. Differentiation c. Focus d. Stability

B) Differentiation

Most workers in the United States actually have limited protection against unfair treatment at work due to: a. unions b. employment at will c. Title VII d. affirmative action

B) Employment at will

The role of HR in supporting step 6, measuring progress, of the strategic planning process is to _________. a. develop plans and programs to enhance employee engagement and commitment b. ensure that all performance measures are clearly understood in the organization c. determine what resources exist in the organization versus what resources need to be acquired from outside the organization d. conduct research regarding what has been done regarding the planning process in the past

B) Ensure that all performance measures are clearly understood in the organization.

The HR challenge that emphasizes that employees know what makes their market unique is associated with which corporate strategy? a. Internal growth b. Focus c. Stability d. Differentiation

B) Focus

The president of a major retailer wants to take a more strategic approach to HR by focusing on a key metric that can be used to show the degree of leverage of human capital. Considering the methods we have reviewed in this chapter, which method would be most appropriate? a. Employee turnover b. HR expense factor c. Employee engagement d. Profit per employee

B) HR expense factor

Which of the following statements is (are) true regarding the resource-based model of strategy? a. It argues that the primary determinant of an organization's strategy should be its external environment. b. It says that organizations achieve competitive advantage when they acquire resources and they create value. c. Research supports this model over the industrial organization model of strategy. d. All of these are correct.

B) It says that organizations achieve competitive advantage when they acquire resources and they create value.

The mentoring program at Raytheon Vision System focuses on which practice? a. Replacement charts b. Knowledge sharing c. Markov analysis d. Workforce planning

B) Knowledge sharing

Which of the following is part of General Electric's succession planning process for its executives? a. All executives are required to earn their MBA from an elite business school. b. Managers and executives are rotated every two to three years to build skills and experience. c. Managers and executives are paired with coaches from an elite management consulting firm to help them develop their skills. d. The program focuses on recruiting external candidates to bring appropriate talent into the company.

B) Managers and executives are rotated every two to three years to build skills and experience

The key objectives of strategic workforce planning include: a. preventing overstaffing, but not understaffing. b. providing direction and coherence to all HR activities and systems. c. ensuring that an organization possesses the financial resources it needs to achieve its strategic plan. d. uniting the perspectives of line managers and their direct reports.

B) Providing direction and coherence to all HR activities and systems

The Lepak and Snell framework is based on research that found which of the following? a. As the strategic value of human capital, it is more likely that an organization will implement it externally. b. The more unique an organization's human capital, the greater the likelihood that it would be a source of competitive advantage. c. Low uniqueness and strategic value are associated with alliances/partnerships and collaborative-based HR. d. All of these are correct.

B) The more unique an organizations human capital, the greater the likelihood that it would be a source of competitive advantage.

Which of the following is a key element of Costco and Xerox Europe's strategy for developing its employees? a. They both pay 20% above the market rate for management positions. b. They both use a promotion from within policy. c. They both use flexible work schedules to motivate their managers. d. All of these are correct.

B) They both use a promotion from within policy.

Which of the following statements is true regarding the differences between traditional vs. strategic HR management? a. Strategic HR focuses more on compensation and staffing as opposed to other HR activities. b. Traditional HR focuses more on transactional, recordkeeping activities. c. Traditional HR should focus on being a champion of employees. d. Strategic HR is also called personnel management.

B) Traditional HR focuses more on transactional, record keeping activities.

What does the SWOT analysis acronym stand for? A.) Strategy, Weaknesses, Other, Threats B.) Strengths, Weaknesses, Opportunites, Threats C.) Strategy, Workers, Opportunity, Technology D.) Service, Workplace, Other, Trends

B.) Strengths, Weaknesses, Opportunites, Threats

Which of the following is an intent for the Conflict of Interest Code of Ethical and Professional Standards in Human Resource Management? A. To create and sustain an environment that encourages all individuals and the organization to reach their fullest potential in a positive and productive manner. B. Ensure that everyone has the opportunity to develop their skills and new competencies. C. Refrain from using your position for personal, material, or financial gain or the appearance of such. D. Regardless of personal interests, support decisions made by our organizations that are both ethical and legal.

C

The role of HR in supporting step 1, understanding the planning legacy, of the strategic planning process is to _________. a. determine what resources exist in the organization versus what resources need to be acquired from outside the organization b. ensure that all performance measures are clearly understood in the organization c. conduct research regarding what has been done regarding the planning process in the past d. develop plans and programs to enhance employee engagement and commitment

C) Conduct research regarding what has been done regarding the planning process in the past.

Most of the barriers to implementing change in an organization are rooted in its ________. a. processes b. structure c. culture d. strategy

C) Culture

The HR function at Google is highly effective because it uses a(n) __________ approach. a. sustainability-driven b. investment-focused c. data-driven d. customer-focused

C) Data-driven

Which of the following would be an example of an appropriate HR analytics issue to examine? a. What is the customer satisfaction rate for the last 3 years? b. What is the defect rate of the products the company manufactures? c. Do specific employee benefit programs impact employee productivity and retention? d. What is the sales growth for the company for the last 5 years?

C) Do specific employee benefit programs impact employee productivity and retention?

ou have been hired as an HR consultant by a company that needs guidance in formulating succession plans. Based on this situation, what would you recommend to senior management about this issue? a. Ensure decentralized control over the process. b. Keep the process separate from the overall company's strategic plan. c. Ensure that all HR functions that impact succession planning are iterated and working in tandem. d. Only engage and involve managers at the senior-level in the process.

C) Ensure that all HR functions that impact succession planning are iterated and working in tandem.

Which of the following statements is true regarding business ethics in organizations? a. The Sarbanes-Oxley Act of 2002 discourages workers from reporting incidents of unethical behavior in organizations. b. A company's ethics training programs should be kept separate from its mission and overall strategy. c. Ethics training programs should be mandatory for all employees. d. History has shown that the majority of organizations undertake ethics awareness and training initiatives to create a more positive environment for workers.

C) Ethics training programs should be mandatory for all employees.

The president of a computer manufacturer wants to take a more strategic approach to HR by focusing on a key metric that can be used to show the return on human investments relative to productivity and profitability. Which metric should she use in this situation? a. Human capital value added b. HR expense factor c. Human capital ROI d. Turnover rate

C) Human Capital ROI

Senior management at a high end retailer based in Chicago is concerned with how to foster a work environment and system that will engage the workers and enable them to thrive in terms of the work they perform for the company. Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this situation? a. Knowledge facilitator b. Relationship builder c. Human capital steward d. Rapid deployment specialist

C) Human capital steward

Which of the following statements is true regarding generational diversity? a. Baby busters have especially good opportunities for career advancement. b. The older workforce will stay in the workforce until a later age, but this will actually create jobs for younger workers. c. Information technology is being used to perform functions previously handled by middle managers. d. Fifty percent of the U.S. population will be age 65 or older by the year 2030.

C) Information technology is being used to perform functions previously handled by middle managers

Walgreen's took which action to demonstrate its commitment to hiring workers with disabilities? a. It increased its training budget for workers with disabilities. b. It redesigned all jobs at its corporate headquarters to accommodate workers with disabilities. c. It built a distribution facility that was specifically designed to employ workers with disabilities. d. It increased its presence at job fairs for disabled workers.

C) It built a distribution facility that was designed to employ workers with disabilities.

Aggregate planning assesses the supply of labor in an organization using what type of analysis? a. Regression analysis b. SWOT analysis c. Markov analysis d. Correlation analysis

C) Markov analysis

The antecedents of employee engagement include which of the following factors? a. Commitment b. Innovation c. Trust d. Performance

C) Performance

The HR challenge of cost cutting targeted at payroll expenses is associated with which corporate strategy? a. Internal growth b. External growth c. Retrenchment d. Differentiation

C) Retrenchment

The HR challenge of not being able to provide employees with many opportunities is associated with which corporate strategy? a. Internal growth b. Differentiation c. Stability d. External growth

C) Stability

An organization's overall HR strategy is composed of which two elements? a. corporate strategic planning and corporate culture b. business processes and key performance indicators c. strategic workforce planning and design of work systems d. organizational structure and organizational design

C) Strategic workforce planning and design of work systems

Based on the Strategic HRM Model, HR strategy is composed of: a. corporate strategy b. business strategy c. design of jobs and work systems d. external environment

C) design of jobs and work systems

What is the difference between Person Based Systems vs. Classification Based Systems?

Classification is more "business needs centered" while person based is more "person needs centered". -Smaller business tend to have person based while larger business tend to have classification based systems

An effective mentoring program should be based on a consideration of: a. needs of mentees b. needs of the organization c. background of mentors d. All of these are correct.

D) All of these are correct

Dimensions of employee trust include which of the following factors? a. Communication b. Consistency c. Receptivity d. All of these are correct.

D) All of these are correct

The Lengnick-Hall and Lengnick-Hall model of strategic HR says that HR must enhance its strategic credibility by playing which of the following roles? a. Human capital steward b. Knowledge facilitator c. Relationship builder d. All of these are correct.

D) All of these are correct

The factors that influence an organization's investment orientation include _______. a. management values b. attitudes toward risk c. utilitarianism d. All of these are correct.

D) All of these are correct

Workforce planning should occur across which planning horizon(s)? a. tactical b. operational c. strategic d. All of these are correct.

D) All of these are correct

You have been hired as an HR consultant by the CEO of a major hotel chain. In response to recent lawsuits against the company, senior management has decided that it wants to create and implement a formal ethics in business initiative. Part of this initiative involves creating a code of ethics for all members of the company. Based on this situation, what would you recommend to the CEO in terms of the types of statements that should be included in the code of ethics? a. There should be a statement about the ethical use of company assets. b. There should be a statement about the organization's relationship with the environment. c. There should be a statement about how employees are to be treated. d. All of these are correct.

D) All of these are correct

According to the Ulrich HR Roles framework, the role that HR needs to play to maximize its contribution to the success of an organization that involves a strategic and people focus is called a(n) ________. a. employee champion b. strategic partner c. administrative expert d. change agent

D) Change agent

The role of HR in supporting step 7, deploying the strategic plan, of the strategic planning process is to _________. a. determine what resources exist in the organization versus what resources need to be acquired from outside the organization b. ensure that all performance measures are clearly understood in the organization c. conduct research regarding what has been done regarding the planning process in the past d. develop plans and programs to enhance employee engagement and commitment

D) Develop plans and programs to enhance employee engagement and commitment.

The HR challenges of merging dissimilar HR systems from different organizations and the dismissal of employees are associated with which corporate strategy? a. Internal growth b. Retrenchment/turnaround c. Stability d. External growth

D) External Growth

According to the Ulrich HR Roles framework, the role that HR needs to play to maximize its contribution to the success of an organization that involves a strategic and systems focus is called a(n) ________. a. change agent b. administrative expert c. employee champion d. strategic partner

D) Strategic Partner

In terms of managing diversity, which of the following is true? a. The impetus is mandatory, forced, external b. The focus is on productivity and compliance c. The time frame is short-term, one shot d. The company culture is fluid and adaptive

D) The company culture is fluid and adaptive

Based on the Civil Rights Act of 1964, which of the following would be unlawful regarding the treatment of LGBT applicants or employees? a. Failing to hire an applicant because she is a transgender woman. b. Firing an employee because he/she is planning or has made a gender transition. c. Denying an employee promotion because he is gay or straight. d. All of these are correct.

D) all of these are correct

Individual dimensions of diversity include __________. a. employment status b. marital status c. experience d. All of these are correct.

D) all of these are correct

Strategic outcomes of HR include: a. Employee and customer satisfaction b. Enhanced shareholder value c. Increased performance d. All of these are correct.

D) all of these are correct

The Global Reporting Initiatives that pertain to Human Resource Management include _________. a. total workforce by employment type, employment contract, and region b. average hours of training per year per employee c. coverage of the organization's defined benefit plan obligations d. All of these are correct.

D) all of these are correct

The environmental analysis part of the strategic management process involves looking at _________. a. regulations b. technology c. market trends d. All of these are correct.

D) all of these are correct

Which of the following is (are) an exception to employment-at-will? a. Conditions specified in a collective bargaining agreement b. Written contracts between an employer and employee c. Terms of implied contracts between an employer and employee d. All of these are correct.

D) all of these are correct

Which of the following is a barrier to the implementation of a strategic approach to HRM? a. Organizations that spend too much time on a short-term mentality and current performance b. HR managers who do not think strategically c. Senior managers who do not see the value of HR or what it can contribute to the success of an organization d. All of these are correct.

D) all of these are correct

Which of the following is true regarding strategies for managing employee shortages and surpluses? a. Across the board pay cuts is a strategy for managing employee surpluses. b. Subcontracting work out is a strategy for managing employee shortages. c. Switching to a variable pay plan is a strategy for managing employee surpluses. d. All of these are correct.

D) all of these are correct

Which of the following is true regarding the advantages and disadvantages of disclosing a company's succession plans? a. An advantage of telling is that it supports the company's retention strategy. b. An advantage of not telling is that it gives the company flexibility as its business needs change. c. A disadvantage of telling is that it may create unrealistic expectations and implied contracts among employees. d. All of these are correct.

D) all of these are correct

Which of the following statements is (are) true regarding the industrial organization model of strategy? a. Research supports both the industrial organization and resource-based models of strategy. b. It argues that the primary determinant of an organization's strategy should be its external environment. c. It sees the external environment as providing opportunities and threats to an organization. d. All of these are correct.

D) all of these are correct

Part of Proctor and Gamble's strategy for workforce planning is that: a. the company has a Build from Outside program for attracting high quality talent. b. the vice president of HR takes primary responsibility for the development of the company's top managers. c. each of the organization's top 50 jobs has one internal replacement candidate lined up and ready to assume responsibility. d. it is able to fill any position internally within one hour.

D) it is able to fill any position internally within one hour

Nordstrom seeks to achieve competitive advantage by focusing on superior customer service. The customer service strategy is supported by which HR practice?

Employee Training

What is Succession Planning?

Focuses on ensuring key critical management positions in an organization remain filled with individuals who provide the best fit.

What is the difference between HR and Personnel Management?

HR involves making the function of the managing people the most important priority in the organization and integrating all HR programs and policies within the framework of a company's strategy. In the other hand, personnel management is an administrative specialization that focuses on hiring and developing employees to become more valuable to the company.

The type of organizational asset/capital that is the most difficult to measure is _______?

Human

What is Strategic Management?

Involves aligning initiatives involving how people are managed.

Since HR is a growing profession, how different will HR be by the year 2030 or will it be any different?

It should be much more advanced in gender equality, diversity norms, and technology as well as much much more.

Guest Speaker Jason Sullivan discussed these concepts in his presentation. According to the text, compare and contrast job enlargement, job rotation and job enrichment. How are they similar and different from each other?

Job enlargement is used to motivate employees by providing variety in tasks, activities, and jobs. Job rotation is apart of job enlargement, employees rotate through different positions. Job enrichment is different from enlargement because it's about increasing the amount of responsibility an employee has.

What's the difference between metrics and analytics?

Metics is what is used to measure all the data, analytics the collecting and reporting of the data.

1. What is Outsourcing? 2. What is Offshoring? 3. What are two advantages and two disadvantages of Offshoring?

Outsourcing is when a company uses outside workers (contract workers) or services that usually helps to save the organization money. Offshoring is taking outsourcing one step further by taking a company's processes or services overseas to take advantage of lower costs. Two advantages of offshoring: labor costs are significantly less and nonstop, 24-hour work. Two disadvantages of offshoring: loss of domestic jobs and it's very controversial

Courts have identified two types of harassment, they include quid pro quo and hostile environment, what are the differences?

Quid pro quo is when the harasser tells the victim that they will do something for them in return for whatever favor is asked. Hostile work environment is when an employee is subject to unwelcome advances or sexual innuendos.

What is Social Responsibility?

Social Responsibility is macro-focused and looks at how the organization's operations interface with and affect the larger society and world.

Strategic vs. Traditional HR

Strategic HR - Responsibility: Staff specialists -Focus: Employee Relations -Role: Transactional change -Job Design: Tight division of labor Traditional HR -Responsibility: Line managers -Focus: Partnerships with internal and external customers -Role: Transformational change leader -Job design: Broad, flexible, team oriented

What is HR Analytics

Systematic collection of actual data

What is turnover rate?

The percentage of employees in the workforce that leave during a certain period of time.

1. List the process of strategic management in order. a) Goals and Objectives -> Mission statement -> Environmental Analysis -> Organization Self-Assessment -> Strategy b) Mission statement -> Goals and Objectives -> Strategy -> Environmental Analysis -> Organization Self-Assessment c) Mission statement -> Environmental Analysis -> Organization Self-Assessment -> Goals and Objectives -> Strategy d) Goals and Objectives -> Strategy -> Mission statement -> Environmental Analysis -> Organization Self-Assessment

c) Mission statement -> Environmental Analysis -> Organization Self-Assessment -> Goals and Objectives -> Strategy