SHRM-CP - STRATEGIC HR MANAGEMENT I

94) Which of the following could be an exception to the employment-at-will concept? A. An employee is fired for engaging in misconduct. B. An interviewer tells a job applicant that she will be promoted in one year. C. An employer and an employee agree to sever the employment relationship. D. An employer terminates an employee who does not have an employment contract.

B. An interviewer tells a job applicant that she will be promoted in one year.

77) Which of the following statement is TRUE regarding forecasting methods? A. Research has shown that mathematical models are inadequate for HR forecasting. B. Forecasting is a combination of quantitative methods and subjective judgment. C. Subjective judgment has no place in modern HR forecasting. D. Complex computer simulations are the best quantitative forecasting models available

B. Forecasting is a combination of quantitative methods and subjective judgment.

31) All of the following are trends in the composition of the workforce EXCEPT A. the availability of contingent workers. B. outsourcing. C. the aging of the workforce. D. the falling age of workforce entry.

D. the falling age of workforce entry.

97) Which of the following describes what is important to an organization and serves to guide behavior? A. Values B. Strategy C. Mission D. Goals

A. Values

69) As the importance of HR's role in organizational productivity has become more apparent, it has become more common to link HR managers within the organization. A. CFOs B. COOs C. CPAs D. CEOs

A. CFOs

76) A(n) ________ is a formal research effort that evaluates the current state of HR management in an organization. A. HR audit B. ROI calculation C. utility analysis D. EVA assessment

A. HR audit

86) In order to add value to the human capital of the organization: A. HR must have good metrics about the HR side of the business. B. HR managers must be focused on reducing the total cost of labor. C. the HR function must form the interface between the external environment of the organization and its internal environment. D. HR policies and practices should result in the workforce with the minimum quantity and maximum quality needed to achieve productivity goals.

A. HR must have good metrics about the HR side of the business.

38) Which of the following best describes the responsibility for HR planning? A. HR planning is the responsibility of the organization's top management. B. The top HR executive and subordinate staff specialists have most of the responsibility for HR planning. C. HR planning is the responsibility of the top HR executive. D. Typically, HR planning is the responsibility of operating managers.

A. HR planning is the responsibility of the organization's top management. B. The top HR executive and subordinate staff specialists have most of the responsibility for HR planning. C. HR planning is the responsibility of the top HR executive. D. Typically, HR planning is the responsibility of operating managers.

47) What is the basic source of data on current employees and their capabilities? A. HR records in the organization B. employee evaluations C. supervisory files D. personnel update forms completed by employees

A. HR records in the organization

29) A planner should examine which of the following questions when auditing jobs? A. How essential is each job? B. Which jobs have the highest turnover rate? C. What is the demographic profile of the current job holders? D. Who is responsible for staffing the organization?

A. How essential is each job?

32) _________ is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. A. Human resource planning B. Strategic planning C. Environmental scanning D. Labor market analysis

A. Human resource planning

88) An HR professional must learn and understand the business supported to successfully participate in the strategic planning process. What is the first thing that should be thoroughly analyzed to gain an understanding of the business? A. Organization's strategic plan B. Organization's training plan C. Organization's environment D. Organization's marketing plan

A. Organization's strategic plan

19) ________ is a group of services provided to employees who have been involuntarily removed from the organization because of performance problems or elimination of jobs. These services give these former employees support and assistance. A. Outplacement B. Career repositioning C. Severance D. Transition support

A. Outplacement

3) ________ is computed by dividing the average cost of workers by their average levels of output. A. Unit labor cost B. Profitability C. Cost effectiveness D. Production effectiveness

A. Unit labor cost

55) A U.S. firm operating in the European Union must follow U.S. employment law A. and EU employment law. B. but not EU employment law. C. and no other nations' or collection of nations' employment laws D. international employment law set by the International Court of the Hague.

A. and EU employment law.

62) Backroads Merchandise, a manufacturer of outdoors and sports products, is facing a pronounced downturn in business due to lower priced goods from foreign competitors. Top management is concerned that this will be a permanent or long-term problem and they have decided to reduce the number of employees. The CEO has conferred with the Director of HR, to learn which method of reducing the workforce will be received better by both the employees leaving and the employees remaining behind. The CEO also wishes to minimize the cost of the reduction process. The Director of HR has suggested the use of A. attrition and a hiring freeze. B. layoffs. C. early retirement buyouts. D. voluntary separations with severance

A. attrition and a hiring freeze.

84) One approach to assessing HR effectiveness is ____, which compares specific measures of performance against data on those measures in other organizations. A. benchmarking B. ROI C. the balanced scorecard D. EVA

A. benchmarking

53) The text identifies two basic organizational competitive strategies, which are A. cost leadership and differentiation. B. vertical and horizontal. C. risk aversion and aggressiveness. D. global and domestic.

A. cost leadership and differentiation.

15) Which of the following strategies would be more appropriate in a dynamic environment, characterized by the need to continually find new products and new markets? A. differentiation B. conglomerate C. cost-leadership D. global

A. differentiation

72) A retail pharmacy chain is experiencing low profitability, and it is looking into ways to cut costs. One of the members of the executive committee suggests reducing the number of pharmacists on staff, since they are the most highly-paid of the store employees. As director of HR, you raise the question of whether this move would be A. effective in the long run. B. efficient in the short run. C. profitable in the short-run. D. ethical

A. effective in the long run.

13) Much of the data needed for a comprehensive audit of all current jobs is to be found in the A. existing staffing and organizational databases. B. personnel update forms completed by employees. C. supervisory files. D. employee evaluations.

A. existing staffing and organizational databases.

25) Henry is an internal auditor for Mountain Home Mills. A credible rumor is circulating that Mountain Home is about to be acquired by their main competitor, Prairie Foods. Mountain Home and Prairie Foods make almost identical products, and their headquarters will be combined at the Prairie Foods' Chicago location. Henry decides A. he should be brushing up his resume' and become more familiar with the job market for internal auditors. B. this is a good time to buy a new home as the acquisition will improve pay rates for employees. C. to ask for a promotion to senior internal auditor. D. continue with life a normal because mergers and acquisitions are a common occurrence in the U.S. economy

A. he should be brushing up his resume' and become more familiar with the job market for internal auditors.

64) Rebecca, the Vice President of HR for Hilliard Enterprises, is in the process of learning the employment-related laws and regulations of the European Union, so that she knows how staffing, training, compensation, health and safety, and labor relations practices at Hilliard Enterprises must be adapted when the company opens a new plant in the EU next year. Hilliard Enterprises is about to become a/an _______ A. multi-national enterprise. B. importer-exporter to the EU. C. global organization. D. expatriate firm.

A. multi-national enterprise.

40) The main customers for HR services include all the following EXCEPT A. organizational clients B. managers C. employees D. other departments

A. organizational clients

11) Research has shown that HR practices do have an impact on organizational performance, with the ________ of employees being a significant contributor. A. organizational commitment B. educational level C. job satisfaction D. competitiveness of pay

A. organizational commitment

30) As the unemployment rate declines, A. people available for work may be less educated, less skilled, or unwilling to work. B. it becomes easier to fill jobs with qualified workers. C. early retirement plans become more attractive. D. the need for overtime also declines.

A. people available for work may be less educated, less skilled, or unwilling to work.

66) The ______ of a workforce can be measured as the total cost of people per unit of output. A. productivity B. profitability C. effectiveness D. efficiency

A. productivity

9) Which of the following government regulations do NOT affect HR planning? A. reporting requirements for workers' compensation claims. B. regulations on the length of the work week. C. pension laws. D. tax benefits for job-training expenses.

A. reporting requirements for workers' compensation claims.

20) Hofstede defined five dimensions for classifying national cultures. Which of the following is NOT one of these dimensions? A. secular/theocratic B. power distance C. masculinity-femininity D. Individualism

A. secular/theocratic

23) Chipper, the only grandchild of the founder of a successful commercial construction firm has just graduated from a noted university with a Ph.D. in zoology. Chipper is taking a year's research fellowship at the San Diego Zoo to study tiger genetics. The top management positions in the firm have been held by family members since 1911) Chipper's father, the present CEO, is 72 and has recently had heart surgery. The firm usually generates about $100 million in government highway projects per year. Which of the following statements is FALSE? A. This business has a succession problem. B. It is time for Chipper to get serious and take over the family firm. C. This is not an unusual situation for a family firm. D. Years ago, this firm should have focused on attracting and retaining outsiders with key capabilities.

B. It is time for Chipper to get serious and take over the family firm.

93) During the strategy formulation stage of strategic planning, an organization has published the following statement: "We are the number bioengineering company in the world producing biogenetic material for the education and research community." This is an example of what kind of statement? A. Values B. Mission C. Vision D. Business

B. Mission

96) An organization wants to introduce a telecommuting policy to reduce some of the employees' commuting time and costs. Which of the following is the most serious potential drawback to the program? A. Need for regular office visits. B. Protection of confidential information. C. Loss of workers' compensation coverage. D. Retraining of company managers.

B. Protection of confidential information.

100) What is the difference between replacement planning and succession planning? A. Replacement planning has a long-term focus; succession planning has a short-term focus. B. Replacement planning focuses on developing back-ups for key positions; succession planning develops a pool of candidates capable of filling several assignments. C. Replacement planning is based on a very formal development plan; succession planning is more informal and is usually based on oral discussions between manager and employee. D. Replacement planning focuses on mid-level positions; succession planning focuses on executive-level positions.

B. Replacement planning focuses on developing back-ups for key positions; succession planning develops a pool of candidates capable of filling several assignments.

28) All of the following are recommendations for making downsizing more effective EXCEPT A. offering outplacement assistance. B. allowing "survivors" to become psychologically toughened. C. involving key managers. D. a comprehensive communication plan.

B. allowing "survivors" to become psychologically toughened.

67) Which of the following organizational events would NOT affect HR planning? A. technological changes in the manufacturing process. B. changing the accounting software used by the company. C. opening a branch office in Johannesburg, South Africa. D. declining quality of the community's schools.

B. changing the accounting software used by the company.

22) Under the balanced scorecard approach, an organization's performance is measured using all of the following categories EXCEPT the _________ perspective. A. internal business processes B. competitive C. learning and growth D. Financial

B. competitive

42) "The shared values and beliefs of a workforce" is called the organizational A. persona. B. culture. C. aura. D. ethics.

B. culture.

63) A comprehensive audit of all current jobs provides a basis for A. an analysis of the capabilities of the company's workforce. B. forecasting what jobs will need to be done in the future. C. the effectiveness and efficiency of the company's human resources. D. human capital accounting.

B. forecasting what jobs will need to be done in the future.

51) As organizations expand operations world-wide they go through three stages. Which of the following is the FIRST of these stages? A. transnational operations B. importing and exporting C. multinational enterprises D. global operations

B. importing and exporting

60) Effective HR planning results in having the right people in the right numbers with the right capabilities at the right time A. with the right demographics. B. in the right place. C. with the right attitudes. D. for the right purpose.

B. in the right place.

65) Clement, the director of HR for an engineering firm, has noticed a high level of turnover by key engineers. In his investigation, he has found that they are moving to competing organizations for similar pay and benefits. Clement should A. increase the number of engineers hired to offset the high turnover rate. B. investigate how key engineers view the firm's culture. C. implement higher pay and benefits for key engineers. D. be more careful to hire engineers with a stable employment history.

B. investigate how key engineers view the firm's culture.

95) A manager uses his skill with people to smooth over problems and make his employees feel secure in their positions. However, sometimes people take advantage of this and aren't very productive. According to Blake-Mouton's leadership theory, this manager's leadership style is referred to as: A. low task, low people. B. low task, high people. C. high task, low people. D. high task, high people.

B. low task, high people.

37) As Vice-President of HR, you are helping your company's Executive Committee decide in which country to locate a highly-experimental manufacturing plant. It will be using unusual, non-traditional technology and work structure to produce an innovative product. There is a significant possibility the venture will fail, but if it is successful, the profits will be immense. Going by Hofstede's research, you suggest a country that has a culture. A. low power distance B. low uncertainty avoidance C. high masculinity D. short-term orientation

B. low uncertainty avoidance

21) One of the top challenges faced by family-owned firms is A. anti-nepotism legislation. B. management succession. C. providing jobs for extended-family members. D. tax planning.

B. management succession.

48) An intermediate planning range usually projects into the future. A. three to five years B. one to five years C. beyond five years D. six months to one year

B. one to five years

33) Alicia is an assistant HR manager for one of the largest law firms in the state. She has been assigned to estimate the outflows from the law firm's ranks of paralegals. In order to do this, Alicia must include all of the following factors EXCEPT potential among the current paralegal staff. A. retirements B. pregnancies C. deaths D. promotions

B. pregnancies

26) Which of the following actions would have the most NEGATIVE impact on customer service? A. implementing Six Sigma processes which focus on high manufacturing quality. B. reducing staffing levels. C. reducing the level of employee turnover. D. focusing on HR as a financial contributor to the organization.

B. reducing staffing levels.

79) Beyond the upfront costs, volunteer separation programs often have the following drawback A. the enhancement of the paternalistic culture of the organization leads employees to feel a sense of entitlement. B. some people who take advantage of the program are employees the company wishes would retain. C. the method is viewed as less "humane" than layoffs with severance pay. D. significant loss of morale by "survivors," which affects turnover and productivity.

B. some people who take advantage of the program are employees the company wishes would retain.

24) Herman, the newly-hired director of HR for a department store, has discovered that the sales staff is paid by commission on each sale and that staffing levels in each department are maintained at the bare minimum in order to save labor costs. The store's goal is "Quality Customer Service, Each Time, Every Time." Herman concludes that A. the company should consider hiring contractors to increase the number of sales staff in each department. B. the HR activities of the store are not aligned to contribute to organizational effectiveness. C. the job description of sales staff must be redesigned so that the staff can be more efficient. D. the organization should be restructured so that sales staff do not have to report to a sales manager.

B. the HR activities of the store are not aligned to contribute to organizational effectiveness.

46) In the minds of corporate executives, the major deficiency of HR management in its strategic role is A. HR's traditional role as an opponent of corporate management. B. the lack of specific quantifiable measures of HR activities. C. the lack of respect for HR managers' professional and educational credentials. D. that HR is viewed as a "soft" people-oriented area.

B. the lack of specific quantifiable measures of HR activities.

56) Global employers who manufacture products in countries with extremely low wages and substandard working conditions counter the accusation that they are "sweatshop employers" by arguing A. they are bringing the benefits of unionization to the workers in these countries. B. their operations allow these employees to have jobs and thus improve their living standards. C. wages and working conditions were poor in the U.S. during the Industrial Revolution and this is a phase of development that all economies must eventually go through in order to advance. D. as these countries become more prosperous because of the increased level of employment, then the wage-rates paid by all employers will rise.

B. their operations allow these employees to have jobs and thus improve their living standards.

27) You are director of international compensation for the Ohio-based Fortuity Investment Corp., and you are being transferred to the company's new office in Paris. When you meet your new French subordinates, Hofstede's research would suggest it would be most appropriate to treat them A. in a democratic, "we are all equals" approach. B. with a certain amount of polite reserve, maintaining your status as their superior. C. just as you would your American subordinates. D. with a charming humility, stressing that you are an international novice and that you will depend on them a great deal.

B. with a certain amount of polite reserve, maintaining your status as their superior.

57) What is purpose of the Worker Adjustment and Retraining Notification (WARN) Act? A. It establishes a school-to-work program for the "hardcore unemployed." B. It prevents a government official from closing a factory for safety violations without first giving reasonable notice to the owners. C. It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people. D. It mandates job retraining for workers injured in an on-the-job accident.

C. It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people.

89) Which of the following statements is TRUE? A. In a functional organization, conflicts between functional managers and project managers are uncommon. B. In a weak matrix organization, conflicts between functional managers and project managers are uncommon. C. Project managers have low to moderate levels of authority in a balanced matrix organization. D. Project managers have a moderate to high level of authority in a divisional organization.

C. Project managers have low to moderate levels of authority in a balanced matrix organization.

78) _______ refers to organizational use of employees to gain or keep a competitive advantage resulting in greater organizational effectiveness. A. Operational management B. Manpower planning C. Strategic HR management D. Employee exploitation

C. Strategic HR management

1) Arden Glassworks has consistently paid lower wages than the other employers in the community. As a result, it is likely that Arden has _______ than other employers in the community. A. more committed employees B. higher productivity C. a much lower-quality workforce D. higher unit labor costs

C. a much lower-quality workforce

43) Paula is the Vice President for HR of Prairie Foods. It has just acquired Mountain Mills. Paula will oversee considerable layoffs as the company lays off redundant employees. In considering HR planning for the next year, Paula knows to be prepared for A. increase in morale of remaining employees. B. heightened productivity by survivors. C. an increase in resignations. D. an upsurge in applications for jobs from external candidates.

C. an increase in resignations.

75) Multi-Brands, Inc. "builds" its own human resources to fit its specialized needs. It takes years to train employees with the specific skills that the company needs to pursue its organizational strategy. Multi-Brands probably has a ___________ organizational strategy. A. entrepreneurial B. global C. differentiation D. cost-leadership

C. differentiation

82) Tax credits for employee day care and financial aid for education may affect A. an expanding array of government rules. B. job security. C. employer practices in recruiting and retaining workers. D. retirement patterns.

C. employer practices in recruiting and retaining workers.

85) In order for an organizational strategy to work, the HR strategy must: A. align with the "one best way" to achieve worker productivity. B. move beyond the traditional HR focus on effectiveness and efficiency. C. generate the right people in the right place at the right time. D. develop the needed human competencies in the organization's existing workforce.

C. generate the right people in the right place at the right time.

91) Environmental scanning should be used to: A. identify appropriate group performance incentive strategies. B. evaluate internal and external conditions affecting job satisfaction and union membership. C. identify local, national and global competitive pressures that could influence the organization's strategy. D. obtain an overall view of the advantages and disadvantages of developing workforce training internally.

C. identify local, national and global competitive pressures that could influence the organization's strategy.

4) In general, if employee wage levels in a nation increase without the employees becoming more productive A. the balance of trade will become positive. B. the balance of trade will become negative. C. inflation will occur. D. deflation will occur.

C. inflation will occur.

83) COBRA is a lifeline for employees who have been laid off because A. it continues the employee's medical benefits at the same cost to the employee for up to 18 months. B. it transfers the employee's medical benefits from the employee's individual policy to a group policy for a discounted fee for up to 18 months. C. it continues the employee's medical benefits if the employee pays the premium for up to 18 months. D. it allows employees to have medical benefits through Medicaid for up to 18 months with no fee.

C. it continues the employee's medical benefits if the employee pays the premium for up to 18 months.

10) According to Hofstede, in general, the people in cultures with a _________ orientation are most likely to value thrift and persistence. A. non-monetary B. monetary C. long-term D. short-term

C. long-term

68) Useful metrics have all the following characteristics EXCEPT A. Measures are linked to strategic and operational objectives. B. results can be compared both internally and externally. C. measures provide subjective data. D. Calculations can be clearly understood.

C. measures provide subjective data.

87) After the EEOC investigates a complaint and finds that the alleged discrimination occurred, its next step is to: A. sue the employer in federal court. B. issue a right-to-sue letter to the complaining employee. C. offer mediation of the dispute to the two parties. D. pass judgment and issue a fine against the employer.

C. offer mediation of the dispute to the two parties.

74) The ability of an organization to compete with other organizations for a sufficient supply of human resources with the appropriate capabilities is A. one input to the environmental scanning process. B. governed by EEO regulations. C. one measure of organizational effectiveness. D. governed by the ability to offer job security

C. one measure of organizational effectiveness.

2) A cost-leadership strategy is more appropriate in a ____________ business environment. A. highly competitive B. decentralized C. relatively stable D. dynamic

C. relatively stable

52) The information in the employee skills inventory data bank A. can include non-job-related data on employees. B. is often inaccurate and outdated. C. should be available only to those who have a specific use for it. D. should be posted on the company's intranet.

C. should be available only to those who have a specific use for it.

49) You are a female employee health and safety expert, and you are up for an overseas assignment. You can choose any of the following countries for your assignment. Your goal is to select a country where you will be most accepted as a professional colleague by your co-workers and others inside and outside the firm. You have read Hofstede's work and so you select A. Japan. B. Saudi Arabia. C. the Netherlands. D. Mexico.

C. the Netherlands. .

80) As director of HR for a large regional car dealership with 10 locations, Ed must calculate the potential return on investment (ROI) of implementing a new training program to improve car salespersons' effectiveness in convincing new car buyers to finance the car through the dealership. In order to calculate the ROI of the new training program, he needs to collect all of the following data EXCEPT A. the costs of running update seminars on the new methods for salespersons for one year following the initial training. B. the cost of developing and implementing the new training program. C. the cost of alternative productivity enhancing training programs for car salespersons. D. the dollar value of potential additional new car financing through the dealership in the year following the training program.

C. the cost of alternative productivity enhancing training programs for car salespersons.

36) Scanning the external environment is especially important for HR planning because A. the organization must meet certain affirmative action quotas. B. of the limited supply of potential employees for all jobs in the firm. C. the organization must draw from the same labor market that supplies all other employers. D. of the demographic patterns of the internal workforce.

C. the organization must draw from the same labor market that supplies all other employers.

8) The analysis of specific openings that are likely to occur in the future always begins with A. the jobs which are easiest to fill. B. the jobs where applicants with the required KSAs are scarce. C. the top positions in the firm. D. the entry-level positions in the firm.

C. the top positions in the firm.

73) All of the following are examples of HR metrics EXCEPT A. retention rate of legal secretaries. B. number of clients processed by tax preparers. C. unemployment levels in the metropolitan area. D. average time to fill loan officer positions.

C. unemployment levels in the metropolitan area.

58) There are eight employees in the accounts receivable department. Four work 40 hours a week, four work 20 hours a week. How many FTEs are there in this department? A. 10 B. 8 C. 4 D. 6

D. 6

70) ______ occurs when individuals who quit, die, or retire are not replaced. A. Downsizing B. A buyout C. A hiring freeze D. Attrition

D. Attrition

98) Many measurement techniques can be used to determine the impact of organizational changes. Which type of analysis presents data as a ratio and enables management to determine which programs have the greatest impact? A. Break-even analysis B. Return-on-investment analysis C. Business impact analysis D. Cost-benefit analysis

D. Cost-benefit analysis

41) _______ is critically important in mergers and acquisitions because it is the extent to which decisionmaking styles, levels of team work, information sharing philosophies, and the formality of the two organizations are similar. A. Corporate persona B. Normative consonance C. Philosophical concordance D. Cultural compatibility

D. Cultural compatibility

99) The results of an organization's employee satisfaction survey show significantly low job satisfaction. To whom should the results be communicated? A. Full management team B. Board of directors and management team C. Employees who participated in the survey D. Full management team and all of the employees

D. Full management team and all of the employees

54) Which of the following statements is TRUE? A. For-profit and not-for-profit firms both must be concerned with productivity and competitiveness. B. Unit labor costs are not an issue for not-for-profit organizations. C. Not-for-profit firms must operate in such a way those operating costs equal revenues. D. Productivity affects total costs in a not-for-profit organization.

D. Productivity affects total costs in a not-for-profit organization.

7) Vincent, the Vice-President of HR, is studying the profile of the organization's workforce. Vincent's employer is a utility company and essentially provides life-time employment for workers, and the turnover rate is very low. Vincent's eye is caught by an interesting aspect of the profile, and he says to himself, "This must be the result of the 7-year hiring freeze we had back in the 1970s." Vincent has probably noticed A. a lack of young female and minority employees. B. an excessive number of employees in the 50-60 age range. C. an organizational profile heavily weighted toward employees with low seniority levels. D. a gap between younger workers and workers who will be retiring in the next 10 years.

D. a gap between younger workers and workers who will be retiring in the next 10 years.

14) The HR planning process begins with A. analyzing the internal inventory of HR capabilities. B. forecasting the relationship between supply and demand for human resources. C. scanning the external environment for changes affecting the labor supply. D. considering the organizational objectives and strategies.

D. considering the organizational objectives and strategies.

92) Most companies contemplating offshoring are motivated by the idea that this will reduce costs. In many cases, the results of global offshoring are only marginally successful due to underestimated HRrelated organizational impact and costs. The most frequently hidden or unexpected HR-related costs are related to: A. regulatory issues. B. legal challenges. C. talent management. D. cultural and communication differences.

D. cultural and communication differences.

16) The new CEO of the firm has told the Vice President of HR that all HR activities must use the cost of capital as the benchmark against which their returns from the activities are measured. The new CEO is implementing A. return on assets (ROA). B. subjective HR metrics. C. the balanced scorecard. D. economic value added (EVA).

D. economic value added (EVA).

12) If a school of veterinary science meets its goal of graduating 50 doctors of veterinary medicine every year, it can be said to be A. achieving a strong ROI. B. efficient. C. profitable. D. effective.

D. effective.

6) The decision rule for which proportion of openings in a particular job will be covered by internal promotions versus new hires is called a A. internal versus external placement. B. placement ratio. C. make versus buy ratio. D. fill rate.

D. fill rate.

18) Government labor force population estimates and trends in industry are used to A. estimate the internal supply of labor. B. predict terminations, retirements, and deaths of employees. C. implement a human resource information system (HRIS). D. forecast the external supply of human resources.

D. forecast the external supply of human resources.

59) Georgiana, the Vice President of HR, is in a meeting with the other top level corporate executives. They are discussing whether it is a good strategy for the firm to open a branch in Amsterdam. In her role as head of HR, Georgiana must A. raise the ethical issues of opening a branch in a country known for legalization of soft drugs, prostitution, and other "alternative lifestyles." B. warn the executives against operating in the European Union due to restrictive labor laws. C. meet the strategy's requirement no matter what the current state of the company's human resources. D. frankly communicate whether the firm's current human resources have a capabilities to handle such a strategy.

D. frankly communicate whether the firm's current human resources have a capabilities to handle such a strategy.

71) Angelo speaks Italian, English, and French fluently. He has lived and worked in both Italy and France and has an MBA from a prestigious U.S. university. Angelo's friends describe him as "incredibly cosmopolitan" and a person who "blends in like a native wherever he is." Angelo probably has a/an _______ and would be a good candidate for a company looking to build its international business. A. entrepreneurial tendency B. Extroverted personality C. Euro-centric focus D. global mindset

D. global mindset

34) A company having corporate units in a number of countries integrated to operate worldwide is called a A. worldwide corporation. B. pan-domestic firm. C. multi-national enterprise. D. global organization.

D. global organization.

5) The return on investment calculation shows the value of expenditures for HR activities. It also shows A. the economic cost of HR to the firm. B. whether the HR department is effective in meeting organizational goals. C. the value added per each HR staff member. D. how long it will take the HR activities to pay for themselves

D. how long it will take the HR activities to pay for themselves

81) The HR unit's responsibilities during the planning process typically include A. integration of HR plans with departmental plans. B. review of employee-succession plans in line with HR plans. C. monitoring the HR plan to identify changes needed. D. implementation of HR plans as approved by top management

D. implementation of HR plans as approved by top management

39) In which of the following are employees put on unpaid leaves of absence, and they may be called back if business improves? A. attrition B. terminations for cause C. buyouts D. layoffs

D. layoffs

17) When compiling an inventory of organizational capabilities, the HR manager would include all of the following data on current employees EXCEPT A. age B. work accomplishments C. pay rates D. number of children

D. number of children

61) Which of the following activities would NOT be recommended for productivity improvements? A. outsourcing work to vendors B. redesigning the work so that fewer workers can perform multiple job tasks C. replacing workers with labor-saving machinery D. recomputing unit labor costs so that some labor cost factors were reassigned to other factors of production

D. recomputing unit labor costs so that some labor cost factors were reassigned to other factors of production

44) ROI is the organization's A. return on intangible assets. B. return on interest. C. return on innovation. D. return on investment.

D. return on investment.

90) A union-free high-tech manufacturing company is interested in gaining ongoing information about its employees' views regarding organizational effectiveness. If possible, they want to benchmark their employees' attitudes against those of employees in similar organizations. The most effective way for the company to gather information for these purposes would be: A. skip-level interviews. B. departmental communications meetings. C. an employee representative system. D. surveys.

D. surveys.

35) The "human capital crisis" in the federal government is an illustration of the need for HR planning and A. the fact that most of the federal government's older workers are unskilled in the new technologies needed to be efficient and effective in the modern world. B. the mistake of hiring a large number of baby boomers in the 1970s. C. the fact that replacement of employees is more difficult as they age. D. the need for succession planning and the development of replacement charts.

D. the need for succession planning and the development of replacement charts.

45) Which of the following has been a geographic trend within the last decade that has forced changes in HR plans? A. the deterioration of inner cities B. the influx of highly skilled technical workers from Asia and India C. the movement of better educated workers to the Midwest D. the outsourcing of jobs to countries with lower wage levels.

D. the outsourcing of jobs to countries with lower wage levels.

50) The internal supply of human resources is influenced by A. changing workforce composition and patterns. B. government regulations and pressures. C. actions of competing employers. D. training and development programs.

D. training and development programs.