HRM final Exam

Why did Deloitte feel the need to reinvent Performance management? (Select ALL that apply) The ability to differentiate their services rested on the ability to develop people Ensure employees have the ability to play to their strengths They felt like they could extract more value for what was a laborious process The CEO challenged HR to reinvent the process Deloitte was losing revenue

- The ability to differentiate their services rested on the ability to develop people - Ensure employees have the ability to play to their strengths - They felt like they could extract more value for what was a laborious process - Deloitte was losing revenue

What intentional actions does ceo Kent thry take to create davita culture? Why would Thiry create this culture?

A difficult part of working in the kidney dialysis industry is that your "customers" need constant support, they are in a worsening medical condition and will spend hours on end each week in these dialysis machines. It's the workers job to not only give good care but create a positive uplifting community for them every time. Many patients end up terminating their care and their life and so it's the employees' responsibility to make the experience as optimistic as possible. Thiry wanted to transom the culture into a community first and a company second. The reason Kent Thiry created a culture of Community first, company second" is because, to make an experience worthwhile for their customers, the environment needs to feel welcoming and all working toward this community and teamwork feel. The employees had to feel engaged and energized by their atmosphere. By creating values and ways to assess this community culture, employees were giving better service and it showed within their numbers as revenue/ stocks grew, and less people were leaving the service. To do this, Thiry took a few intentional steps. He had senior managers adopt a center, visit it and even work at it to foster this community. He also shifted meetings from payroll and negotiations to focus on core values and culture, making it their top priority.

Which of the following were requirements of the gTech talent solution? (Select all that apply) Scale Fairness Choice Agility Mobility

ALL

is frequently used to identify employees with managerial potential.

Assessment

What is the most likely consequence of emphasizing the internal evaluation? Nothing much would happen. Sales will increase. Salespeople salaries likely would be reduced. Logistics employees will be paid under the market rate. More logistic staff will want to transfer to sales.

Salespeople salaries likely would be reduced.

Heavenly Handbags: Since comparing actual sales figures across different regions is dependent on the territory rather than the actual performance of the sales associate, this measure may be deficient. valid. contaminated. unreliable. redundant.

contaminated

How did DaVita measure performance of it's clinics? team engagement mortality DQI profit ESQ

DQI

Which of the following statements characterize decision-making at DaVita? Consensus-driven Data-based decisions Data not available was not reported No Brag, Just Fact Hierarchical

Data-based decisions Data not available was not reported No Brag, Just Fact

Valley Ranch: What would be an advantage of emphasizing the internal evaluation? Retention among salespeople will increase. Logistics professionals would feel pressure to perform. Logistics professionals would probably feel that they are being treated more fairly. Morale among logistics professionals will decrease. Customer satisfaction would improve.

Logistics professionals would probably feel that they are being treated more fairly.

Which is the key consideration in the strategic decision-making process for the HRM function? Teams must promote an organizational culture that reduces turnover. Decision makers should have a good sense of the effectiveness of the current HRM function. Employees must have the capability and interest to learn and develop new skills. Decision-makers must carefully consider the advantages and disadvantages of all potential programs and policies. Managers must contain costs and maintain strict budgets.

Decision makers should have a good sense of the effectiveness of the current HRM function.

Mike Preston, Deloitte's Chief Talent Officer, saw Performance management as being a tool to primarily: Align behavior to goals Ensure a feedback mechanism Differentiate top performers Develop people Provide incentives to employees

Develop people

DBS ambitious digital transformation to reinvent itself was grounded on which of the three fundamental "philosophical shifts" (Select all that apply.) Focus on efficiency Embed DBS in customer journey LEAN transformation Digital to the core Create 28,000 person start-up

Embed DBS in customer journey Digital to the core Create 28,000 person start-up

_______blank interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems. Screening Retaining Mock Exit Technical

Exit

Chameleon worked primarily because the employees had specialized versus generalized roles. True False

False

Ray Wilson North west Electric: How will broad-banding help Ray with the fact that his employees are reluctant to step outside their roles? He can be a more "hands-on" manager. Having fewer, broader job descriptions and less emphasis on jobs makes the roles more flexible. The possibility of getting paid more motivates employees. The broadbanding will make the employees feel more comfortable. Employees will be more likely to share knowledge.

Having fewer, broader job descriptions and less emphasis on jobs makes the roles more flexible.

Why might having broader bands help Ray attract better talent? More detailed job descriptions give applicants a better idea of what they are doing. Good applicants feel comfortable in a hierarchical structure. Increased emphasis on promotions will attract ambitious applicants. He will have more flexibility to meet market pay demands. New employees like ambiguity.

He will have more flexibility to meet market pay demands.

Why do you think Carla initially chose a merit bonus instead of a merit pay plan? Carla likes to give bonuses to her employees because they help the company succeed. It is easy to administer because it becomes part of the base salary forever. It becomes part of the base salary but must be re-earned each year. It does not have to be re-earned each year. It must be re-earned each year.

It must be re-earned each year.

Why did deloitte need to transform it's performance management system? What 4 goals did deloitte intend to meet with its performance management

Since Deloitte does mainly consulting and client facing work, their employees are what sets them apart. They went on to say that development was their competitive advantage, and their performance management system was their way of developing people. So, they wanted to strengthen it. The 4 goals of their performance management system were increasing engagement, differentiating performance, differentiating the value of individual contributions, and enabling development

Why does uber benefit from branding instelf as a platform rather than a transportation company? What HR issues are impacted by this decision

Since uber doesn't brand itself as a transportation company, they don't have to pay the same taxes as transportations services do for their "employees" since technically they're not employees they are freelance workers that uber connects. They also don't have to follow rules that cab companies have such as the number of vehicles allowed at airports or popular spaces. Uber can have as many as they want. It gets complicated for uber because since it doesn't view its employees as employees, they don't get the same benefits or can get screwed over on pay. Also, there is no universal check for uber vehicles or no standardized practices which can lead to issues when there are bad experiences. - also lack of job security, limited voice, lakc of transperancy

Describe the importance of HRM in executing a company's strategy

Strategy is creating a unique and valuable position, involving different and coherent activities. HRM is important to company strategy because it is the HRM activities that deploy and allocate resources to create a competitive advantage. They also help create value for customers as well as employee development. HRM helps create the unified culture and community of a company around core strategy. Upper-level managers can have a strategy but through the activities of HRM, those strategies are formed through activities. Depending on what the strategy is, whether it be development, advancement, growth, or customer satisfaction, we have seen through the cases how HRM is the core of how these strategies are implemented through training, performance management, education, and benefits.

How will you know if Nomental, Inc. has chosen to focus on traditional career paths for its employees? - The paths consist of career moves across different fields. - The paths are boundaryless - The paths follow a nonlinear path. - The paths consist of movements that follow a spiral pattern. - The paths consist of a series of steps in a linear hierarchy.

The paths consist of a series of steps in a linear hierarchy.

What is the most likely reason that people in logistics are paid less for similar work than salespeople? The performance of the logistics department is low. The supply of salespeople is high. The founder of the company was biased against logistics. The supply of trained logistics professionals is comparatively high. Most employees in logistics are women.

The supply of trained logistics professionals is comparatively high.

An organization's employees' perception of and reaction to working conditions have implications for competitive advantage. True False

True

At DBS, the thinking behind heavily investing in learning and development was the belief that the bank should carry people through the disruptive change. True False

True

At Davita, clinical outcomes for patients were directly tied to the organizational culture. True False

True

At Deloitte, consensus meetings were held to "calibrate" individual performance ratings. True False

True

For DBS HR technology, the aim was to deliver 100% cloud-based HR solutions. True False

True

There is a strong link between employee satisfaction and retention, on the one hand, and critical organizational outcomes, on the other hand. True False

True

DBS HR leveraged ... (Select all that apply) Data for insights AI-powered employee chatbot Robotic process automation (RPA) to streamline processes in HR AI-powered e-learning platform 40,000 square feet innovative learning centre

all of the above

super mega corp: One of the primary issues with executive pay that Super Mega Corporation needs to avoid is executive pay that is strictly limited by market forces. subject to stiff taxes. subject to the SEC caps. lower than the market average. always high, regardless of performance.

always high, regardless of performance.

With Stop & Shop's focus on preventative care, which of the following would give the company the best long-term results? an EWP program only offering a PPO as part of the medical plan charging higher rates for tobacco users mandatory physicals each year starting a program where any employee who does not complete the annual health assessment will have to pay at least $600 more per year for insurance coverage

an EWP program

Robert will need to evaluate the effectiveness of his initiatives, including financial costs and benefits. He will most likely do this using a(n) _______ approach. accountability analytic process analysis balanced scorecard audit

analytic

Overland Toys: By surveying employees before and after the introduction of the forced ranking performance appraisal system, Ben was able to do which of the following? measure the impact of behaviorally anchored rating system check for best practices assess the impact of policy changes emphasize overall satisfaction allow the company to compare itself with other organizations

assess the impact of policy changes

Ben used the results of the JDI to compare compensation practices at Overland Toys with other major toy stores in the industry. He was able to check for differences between units to establish training programs. benchmark best practices. impact assessment. gain a competitive advantage. All of these choices are correct.

benchmark best practices.

By analyzing similarities and differences among the JDI results within the organization, Ben realized that some stores had higher work and colleague satisfaction. When Ben tells other units about activities and ideas that the stores with higher satisfaction have implemented, he is sharing measure data. company policy. assessment impact. policy information. best practices.

best practices.

Exelont Corp. is a large-scale manufacturer of consumer electronics. As part of its performance management system, Exelont measures the amount each employee contributes to the profits of the company, and the employees are either held accountable or rewarded based on their contributions. With regard to performance measurement, under which of the following would contribution to profits be categorized? key performance indicators (KPIs) critical success factors (CSFs) behavioral observation scales (BOSs) non-performing assets (NPAs) key risk indicators (KRIs)

critical success factors (CSFs)

The practice of ____ was used throughout the company and core to Davita's culture. autonomy democracy consensus holacracy expertise

democracy

If Carla decides that maintaining complete control of the company is no longer important to her and wants to give employees ownership in exchange for performance, which plan would be the most beneficial to the employees? employee ownership through stock options employee stock ownership plans (ESOPs) gainsharing merit pay plan profit sharing

employee ownership through stock options

Which of the following should be a systematic, ongoing program that is part of a successful HRM strategy to minimize voluntary turnover? employee assistance program alternative dispute resolution employee survey research employment-at-will contracts procedural justice

employee survey research

carla pay for performance: When Carla set up the bonus incentive plan for the best performing team, which criteria below could have been used to make it fair and objective? feedback from the business on the team's cleaning quality Carla's inspection of every office for the first quarter time spent cleaning each office money spent on cleaning supplies employee turnover

feedback from the business on the team's cleaning quality

Which of the following solutions would be the best way for Stop & Shop to lower their experience rating? hire only employees that have no experience in the grocery business, so Stop & Shop can train them properly to avoid injuries on the job have HR aggressively work on lowering their high rates of employee turnover (unemployment) and adding programs to lower workers' compensation claims charge higher medical rates for the first 90 days for new hires, since that is when most accidents happen not offer workers compensation to their employees hire only employees that have experience in the grocery business

have HR aggressively work on lowering their high rates of employee turnover (unemployment) and adding programs to lower workers' compensation claims

Which of the following is the first step in the process of developing a succession plan? - identifying the positions that are included in the plan - linking the succession planning system with other HR systems - identifying the employees who are included in the plan - developing standards to evaluate positions - measuring employee potential in an organization

identifying the positions that are included in the plan

Which of the following is NOT an aspect of DBS's attempt to drive continuous learning? innovative learning spaces AI-powered e-learning which could be accessed 24/7 grants and scholarships increased formal classroom training Intrapreneur programmes and hackathons

increased formal classroom training

Hevenly handbags Having multiple raters evaluate the same employee's job performance to ensure consistency is a way to assess which of the following? validity test-retest reliability internal consistency interrater reliability interrater validity

interrater reliability

Describe 4 things DBS did to transform its HR function to support DBS's digital transformation.

jim- Used in the hiring process, JIM was AI that held interviews and did first round interviews. This system allowed for HR professionals to work on high level interviews as well as focus on high level and strategic HR problems. JIM was an example to these future hires of the kind of technology driven company they are. Because of JIM, the process was faster, streamlined, and decreased the drop off rate. HiRi Chatbot- This chatbot, created by the team was used for employees to ask questions. these usually involved the routine interactions. With the new hotline chatbot, managers and those in HR could spend time talking face to face about career paths, strategy, and growth, instead of routine compensation questions. DBS Learning hub- This Ai-e platform was used to upskill and reskill employees. It allowed employees to grow their skills and do it from in or out of the office. They wanted people whose roles had the potential to be taken use to tech in the future to be constantly learning and upskilling to grow their knowledge base to stay useful in roles at the company. DBS Xplore Program- Allowed employees to virtually take on projects with other teams. This allowed employees to be constantly learning and coming up with new ideas and innovations. For those in HR, there was a "breakaton" where Hr professionals met virtually to brainstorm new methods, innovations and work together to enhance the HR practices.

Corrine wants her employees to learn all the jobs in her unit, so that if someone were to leave the company, the knowledge base is not lost. Corrine is practicing job enlargement. job design. job evaluation .job rotation. job specification.

job rotation

If Ben and the HR managers do nothing about the promotion opportunities in the organization, employee satisfaction is likely to be ________blank than it would be in the absence of a survey. higher same lower unknown insufficient information

lower

major advantage of the delayering approach at North-West will be better clarity around job tasks. better budgetary control over labor costs. increased opportunity for promotion. more discretion to reward top performers. lower headcount.

more discretion to reward top performers.

All other things being equal, which of these positions should be paid more? positions that require customer interaction positions that require business to business transactions positions that are central to the organization's goals positions that are peripheral to the mission positions with fewer job evaluation points

positions that are central to the organization's goals

Which plan do you think will best suit Carla's needs now that she has over 30 employees? gainsharing employee stock ownership plans (ESOPs) merit pay plan profit sharing employee ownership through stock options

profit sharing

One of the primary reasons for putting significant executive compensation "at risk" in the form of incentive pay is to keep costs under control. provide an incentive to pursue both short-term and long-term performance goals. assert board independence and control over executive pay. improve employee fairness perceptions at every level in the organization. avoid shareholder concerns of contingent pay.

provide an incentive to pursue both short-term and long-term performance goals.

If Ray decided to delayer his organization, what would he be doing? listening to his people more broadening everyone's job descriptions taking more of an active role in managing his people reducing the number of job levels to achieve flexibility in assignments reducing the number of employees

reducing the number of job levels to achieve flexibility in assignments

Vincenzo has been working as a project associate at a consulting firm for eight months since graduating from college. He was recently paired with Elena, a project director with 20 years of experience, to help her incorporate social media into community outreach strategies. Which of the following best describes Vincenzo's new role? transfer reverse mentoring stretch assignment lateral demotion cross-functional transfer

reverse mentoring

When determining the effectiveness of the HRM practice, the analytic approach would focus on all of the following except identifying specific metrics to assess organizational effectiveness. reviewing the various outcomes of the HRM functional areas. determining whether the practice has the intended effect. using analytical data to increase organizational effectiveness. estimating the financial costs and benefits resulting from the practice.

reviewing the various outcomes of the HRM functional areas.

What is the first step HR should take in the process of building the company's HR strategy? scan the environment and identify trends/events that have an impact on the company do some research on what has worked for the company's top three competitors review strategic business needs hire a consultant to redesign the HR function ask the CEO what he sees as the most important function of the HR group

scan the environment and identify trends/events that have an impact on the company

Mary wants to use a balanced scorecard to set pay because it is insisted on by pension managers. is required by the SEC. helps equalize total compensation among executives. sets pays in accordance with achieving key organizational objectives. will keep the company out of the press.

sets pays in accordance with achieving key organizational objectives.

Mary's function in this case is to represent customers. management. shareholders. employees. suppliers.

shareholders.

What strategic change should Celia make to help maintain an efficient and productive HR group? shift HR focus from traditional to transformational activities shift HR focus to talent development shift HR focus from transactional to transformational activities shift HR focus from transformational to transactional activities shift HR focus from transformational to traditional activities

shift HR focus from traditional to transformational activities

Heavenly handbags: The range to which a performance management system derives employee job performance that is in line with its strategy, goals, and culture is called strategic congruence. internal consistency. specificity. validity. alignment.

strategic congruence.

As the CEO of Ramdon Inc., Elias makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture. This initiative of Ramdon focuses on the ________ of performance management. administrative purpose statistical purpose strategic purpose developmental purpose validity purpose

strategic purpose

When Ben decided to use the JDI as part of the exit interview process, he was using a(n) strategic retention policy. satisfaction strategy. turnover policy. employee assistance program. talent acquisition strategy.

strategic retention policy.

Josiah has been asked by his supervisor to complete a project using the latest technology just acquired from the company. Typically, Josiah collects and analyzes data. He usually works alone. This new project would be considered a :promotion. benchmark task. growth task. job rotation. stretch assignment.

stretch assignment.

stop and shop: Because Stop & Shop is focusing on preventative care and outpatient treatment, which of the following would be the most cost-efficient? preferred provider organization (PPO) health maintenance organization (HMO) medical tourism benefit changing staffing practices to control benefits costs telemedicine

telemedicine

Heavenly Handbags: Evaluating individuals across multiple time periods would provide Heavenly Handbags information related to internal consistency. intrarater reliabilty. interrater reliability. content validity. test-retest reliability.

test-retest reliability.

ProServ Inc. is a company that sells pool supplies. The company is projecting an increase in sales in the next 12 months and is looking to fill the senior positions through internal recruiting to meet this demand. The company is evaluating the individual performances and seeking to develop some ranking of the individuals within a work group to identify the best performer. Which of the following approaches is the company using? the results approach the attribute approach the behavioral approach the quality approach the comparative approach

the comparative approach

Development refers to - primarily on the current requirements of a job. - the need to train new hires, rather than senior employees. - the lack of work experience of company employees. - the changes in technology, work design, and new customers that occur in a company. - the formal education, job experiences, relationships, and assessment that help employees prepare for the future.

the formal education, job experiences, relationships, and assessment that help employees prepare for the future.

When Stop & Shop is identifying the Pareto group which employees are they identifying? those who are responsible for generating the majority of Stop & Shop's health care costs those who select optional add-on services like cancer and life insurance policies, which are paid for by the employee and for which the company gets a rebate for all employees who buy the add-on services those who have had the most workers' compensation claims those who selected not to participate in the group medical plan, so they can be rewarded with an annual bonus because this saves the company a considerable amount of money those who are responsible for generating the least amount of Stop & Shop's health care costs

those who are responsible for generating the majority of Stop & Shop's health care costs

A center for expertise, a structural arrangement that improves delivery through specialization, can provide employees who are able to develop functional skills without being distracted by traditional work activities. training employees. office politics. transactional work activities. transformational work activities.

transactional work activities.

HGO: Which of the following is a primary reason why firms would outsource an HRM activity or service? vendor is a non-union shop vendor can bypass rules and regulations that the company cannot vendor can perform service more cheaply than firm vendor uses generalists to get the job done vendors reduce risk

vendor can perform service more cheaply than firm

What should be Robert's main focus of the evaluation? the financial costs reviewing the outcomes of the HR functional areas whether the practices have the intended effect employee satisfaction whether the employees enjoyed the program

whether the practices have the intended effect

Most attempts to measure job satisfaction rely on workers' self-reports. observations of employees. reports by coworkers. behavioral measures. workers' performance reports.

workers' self-reports