Deck 2: Strategic HR Management and Planning

Question 1

According to Miles and Snow's strategy typology, what are the four basic types of competing firms within a single industry?

A)defenders, prospectors, attackers, and reactors
B)defenders, attackers, reactors, and analyzers
C)defenders, prospectors, analyzers, and reactors
D)defenders, attackers, prospectors, and analyzers

Answer 1

C

Question 2

Which of the following organizational events would NOT affect HR planning?

A)monitoring declining quality of the community's schools
B)opening a branch office in Johannesburg, South Africa
C)making technological changes in the manufacturing process
D)changing the accounting software used by the company

Answer 2

D

Question 3

Which of the following strategies would be most appropriate in a dynamic environment where the need to find new products and new markets is continuous?

A)conglomerate
B)cost-leadership
C)differentiation
D)global

Answer 3

C

Question 4

Organizations may engage in analyzing and identifying the need for and availability of human resources. The purpose of doing this is to enable them to meet their objectives. Which of the following terms names this process?

A)human resources planning
B)strategic planning
C)labour market analysis
D)environmental scanning

Question 5

Which of these organizational characteristics holds true of a reactor?

A)operates in at least two different product-market areas, where one is stable and one is variable
B)values creativity, risk-taking, and innovation
C)lacks a consistent strategy, structure, or culture relationship
D)focuses on improving the efficiency of ,existing operations

Question 6

Which of the following best describes the responsibility for HR planning?

A)HR planning is typically the responsibility of operating managers.
B)HR planning is mainly the responsibility of the top HR executive and subordinate staff specialists.
C)HR planning is the responsibility of the top HR executive.
D)HR planning is the responsibility of the organization's top management.

Question 7

Which of the following types of companies would be characterized by centralized authority, tight cost control, and little employee empowerment?

A)prospectors
B)defenders
C)reactors
D)analyzers

Question 8

In which of the following business environments is a cost-leadership strategy more appropriate than other organizational strategies?

A)relatively stable
B)decentralized
C)dynamic
D)highly competitive

Question 9

Which of these activities is typically part of the HR unit's responsibilities during planning?

A)monitoring the HR plan to identify changes needed
B)implementing HR plans as approved by top management
C)integrating HR plans with departmental plans
D)reviewing employee succession plans in relation to overall HR plan

Question 10

An organizational strategy is focused when the company is concentrating its efforts. Which of these does NOT represent something on which the company could apply a focused strategy?

A)a particular production process
B)a particular customer segment
C)a limited geographical area
D)a specific distribution channel

Question 11

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 requires to pursue its organizational strategy. Which of the following organizational strategies does Multi-Brands probably use?

A)entrepreneurial
B)global
C)differentiation
D)cost-leadership

Question 12

Georgiana, the vice president of HR, is in a meeting with the other top-level corporate executives. They are discussing whether opening a branch in Amsterdam is a good strategy for the firm. What must Georgiana do in her role as head of HR?

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 labour 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 the capabilities to handle such a strategy

Question 13

Chipper, the only grandchild of the founder of a successful commercial construction firm, is taking a year's research fellowship to study tiger genetics. Family members have held the top management positions in the firm since 1911. Chipper's father, the present CEO, is 72 and is ill. Which of the following statements reflects an incorrect perception to this situation?

A)This business has a succession problem.
B)Years ago, this firm should have focused on attracting and retaining outsiders with key capabilities.
C)This situation is not unusual for a family firm.
D)It is time for Chipper to get serious and take over the family firm.

Question 14

One type of HR process involves linking the HR function with organizational objectives so that performance will improve. Which of the following names it?

A)strategic HR management
B)operational management
C)employee exploitation
D)manpower planning

Question 15

Corporate executives hold a certain perspective on HR management in its strategic role, Which of the following would they see as HR's major deficiency?

A)HR's traditional opposition to corporate management
B)the lack of specific quantifiable measures of HR activities
C)HR's "softness" as a people-oriented area
D)the lack of respect for HR managers' professional and educational credentials

Question 16

According to Miles and Snow, how should organizations with broad product lines that focus on product innovation and search for new markets be characterized?.

A)as reactors
B)as defenders
C)as prospectors
D)as analyzers

Question 17

Effective HR planning results in having the right people in the right numbers with the right capabilities at the right time. Which of the following phrases would best complete this assessment?

A)with the right demographics
B)for the right purpose
C)in the right place
D)with the right attitudes

Question 18

IBM and Procter & Gamble operate in many different product-market segment areas, which may be either stable or variable. They adjust their strategy based on the type of area in which they operate. Which of these terms applies to IBM and Procter & Gamble?

A)reactors
B)defenders
C)prospectors
D)analyzers

Question 19

Which of the following is a top challenge faced by family-owned firms?

A)tax planning
B)job creation for extended-family members
C)management succession
D)anti-nepotism legislation

Question 20

According to Porter, what are the three basic organizational competitive strategies?

A)risk aversion, aggressiveness, and entrepreneurial
B)global, domestic, and multinational
C)vertical, horizontal, and diagonal
D)cost-leadership, differentiation, and focused

Question 21

Which of the following would be affected by tax credits for employee day care and financial aid for education?

A)an expanding array of government rules
B)employer practices in recruiting and retaining workers
C)retirement patterns
D)job security

Question 22

Arden Glassworks has consistently paid lower wages than the other employers in the community have. What is likely characteristic of Arden compared with other employers in the community?

A)a much lower quality workforce
B)higher unit labour costs
C)more committed employees
D)higher productivity

Question 23

What is the basic source of data on current employees and their capabilities?

A)employee evaluations
B)personnel update forms completed by employees
C)HR records in the organization
D)supervisory files

Question 24

Which of these terms pertains to using an organization's past employment needs over several years to predict future needs?

A)regression analysis
B)trend analysis
C)ratio analysis
D)scatter plot analysis

Question 25

Which of the following techniques for forecasting employee demand reflects a qualitative approach?

A)trend analysis
B)scatter plots
C)simulation models
D)nominal group

Question 26

Decision rules are developed about the proportion of openings in a particular job that will be covered by internal promotions versus new hires. Which of these terms best refers to such rules?

A)internal versus external placement
B)placement ratio
C)fill rate
D)make versus buy ratio

Question 27

How far does an intermediate planning range usually project into the future?

A)one to five years
B)three to five years
C)six months to one year
D)beyond five years

Question 28

Which of the following is a geographic trend that has forced changes in HR plans?

A)the influx of highly skilled technical workers from Eastern Europe
B)the outsourcing of jobs to countries with lower wage levels
C)the deterioration of inner cities
D)the movement of better educated workers to Western Canada

Question 29

Vincent, the vice president of HR, is studying the profile of the organization's workforce. His employer is a utility company which essentially provides lifetime employment for workers. Turnover rate is low. An interesting aspect of the profile catches Vincent's eye. He says to himself, "This must be the result of the seven-year hiring freeze we had in the 1970s." Which of the following did Vincent probably notice?

A)an excessive number of employees in the 50-60 age range.
B)a lack of young female and minority employees
C)a gap between younger workers and workers who will be retiring in the next 10 years
D)an organizational profile heavily weighted toward employees with low seniority levels

Question 30

An HR manager is compiling an inventory of organizational capabilities. What data on current employees would the manager NOT include?

A)work accomplishments
B)age
C)number of children
D)pay rates

Question 31

Which of these is NOT a trend in the composition of the workforce?

A)aging
B)falling age of workforce entry
C)availability of contingent workers
D)outsourcing

Question 32

Which of the following questions should a planner address when auditing jobs?

A)Who is responsible for staffing the organization?
B)Which jobs have the highest turnover rate?
C)What is the demographic profile of the current jobholders?
D)How essential is each job?

Question 33

Which of the following identifies what a comprehensive audit of jobs provides a basis for?

A)doing human capital accounting
B)determining the effectiveness and efficiency of the company's human resources
C)forecasting what jobs will need to be done in the future
D)analyzing the capabilities of the company's workforce

Question 34

Why is scanning the external environment especially important for HR planning?

A)because of the demographic patterns of the internal workforce
B)because of the limited supply of potential employees for all jobs in the firm
C)because of the need to meet certain employment equity quotas
D)because of the reality of drawing from the same labour market as all other employers

Question 35

How should the information in the employee skills inventory data bank best be treated?

A)It should be available only to those who have a specific use for it.
B)It should be posted on the company's intranet.
C)It should not be relied on, as it is often inaccurate and outdated.
D)It should include non-job-related data.

Question 36

If the unemployment rate declines, which of the following statements suggests the most likely result?

A)Early retirement plans become more attractive.
B)Filling jobs with qualified workers becomes easier.
C)The need for overtime also declines.
D)People available for work may be less educated, less skilled, or less willing to work.

Question 37

How does the HR planning process begin?

A)by forecasting the relationship between supply and demand for human resources
B)by analyzing the internal inventory of HR capabilities
C)by considering the organizational objectives and strategies
D)by scanning the external environment for changes affecting the labour supply

Question 38

Which of the following government laws or regulations do NOT affect HR planning?

A)tax benefits for job-training expenses
B)pension laws
C)regulations on workweek length
D)reporting requirements for workers' compensation claims

Question 39

Which of the following statements accurately characterizes HR forecasting methods?

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

Question 40

Where can much of the data needed for a comprehensive audit of all current jobs be found?

A)employee evaluations
B)existing staffing and organizational databases
C)personnel update forms completed by employees
D)supervisory files

Question 41

Which best defines a scatter plot?

A)a representation of real situations in abstract form
B)a study of an organization's past employment needs over a period to predict future needs
C)a graphical method used to help identify the relationships between two variables
D)a statistical comparison of past relationships among a number of factors

Question 42

Where should the analysis of specific openings that are likely to occur in the future always begin?

A)the top positions in the firm
B)the jobs where applicants with the required KSAs are scarce
C)the jobs that are easiest to fill
D)the entry-level positions in the firm

Question 43

Which of the following methods uses the direct job and industry knowledge of managers and supervisors to project employee demand?

A)management forecasts
B)the nominal group technique
C)the Delphi technique
D)simulation models

Question 44

Which method to source employees clearly demonstrates the employee movement that can be achieved within an organization?

A)replacement charts
B)Markov analysis
C)skills inventories
D)organizational charts

Question 45

How do HR departments use government estimates of labour force populations and industry trends?

A)to predict terminations, retirements, and deaths of employees
B)to forecast the external supply of human resources
C)to implement a human resources information system (HRIS)
D)to estimate the internal supply of labour

Question 46

In an organizational context, which of the following terms refers to a pattern of shared values and beliefs from which members obtain meaning and determine rules for behaviour?

A)culture
B)ethics
C)commitment
D)environment

Question 47

Which of the following makes a false statement about the use of Markov analysis?

A)It is insensitive to multiple moves in a time period.
B)It does not consider underlying causes or changes.
C)It requires a large sample size.
D)It is usually used for executive positions.

Question 48

One method of sourcing internal candidates uses statistical analysis. Needs are predicted based on probabilities determined by the movement pattern through various jobs. Which of these terms applies to this method?

A)Markov analysis
B)trend analysis
C)organizational charts
D)skills inventories

Question 49

Which of the following influences the internal supply of human resources?

A)government regulations and pressures
B)training and development programs
C)changing workforce composition and patterns
D)actions of competing employers

Question 50

There is a "human capital crisis" in the federal government. Beyond the need for HR planning, what does this situation illustrate?

A)the fact that replacement of employees is more difficult as they age
B)the need for succession planning and the development of replacement charts
C)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
D)the mistake of hiring a large number of baby boomers in the 1970s

Question 51

Which of these methods is specifically useful in generating insights in highly unstructured or undeveloped areas, such as human resources planning?

A)the Delphi technique
B)scatter plots
C)management forecasts
D)nominal group technique

Question 52

A statistical relationship is ascertained between gross sales and number of salespeople among sales regions. With which forecasting technique is this activity most associated?

A)trend analysis
B)regression analysis
C)scatter plot
D)ratio analysis

Question 53

What statement presents a defining characteristic of the nominal group technique?

A)It represents real situations in abstract form.
B)It uses the experiences of managers and supervisors to make projections and judgments.
C)It brings participants together for a discussion session led by a moderator.
D)It involves repeated surveys and summaries until the experts' opinions agree on a judgment.

Question 54

A clothing retailer determined the number of salespeople needed by dividing the company's sales by the number of salespeople and then applying this to sales forecasts. What is this an example of?

A)regression analysis
B)trend analysis
C)simulation model
D)ratio analysis

Question 55

Tools that usually include employee age, present performance rating, and potential promotability status can help to identify internal candidates for promotion. Which of the following types of forecasting tools are these?

A)organizational charts
B)Markov analysis
C)replacement charts
D)skills inventories

Question 56

As an assistant HR manager for a large law firm, Alicia is estimating the outflows from the law firm's current ranks of paralegals. Which of the following factors does Alicia NOT need to include?

A)pregnancies
B)retirements
C)promotions
D)deaths

Question 57

Which of the following techniques would be used in sophisticated forecasting circumstances?

A)scatter plot
B)trend analysis
C)ratio analysis
D)simulation models

Question 58

Several organizational characteristics can promote retention. Which of the following does NOT drive retention?

A)characteristics of the employer
B)job design and work
C)mergers and acquisitions
D)employee relationships

Question 59

An HR goal is to identify internal candidates who may be ready for promotion or transfer. Which of these forecasting tools will the HR department probably use first?

A)organizational charts
B)skill inventories
C)replacement charts
D)Markov analysis

Question 60

Which of the following reflects a quantitative approach to forecasting?

A)simulation models
B)nominal group technique
C)the Delphi technique
D)management forecasts

Question 61

According to the textbook, the "100 Best Companies to Work For" have somewhat different cultures and values, yet one factor is consistent among them. What is it?

A)work/life balancing programs
B)commitment to treating their employees well
C)work that allows employees to meet self-actualization needs
D)high compensation and benefits

Question 62

Which of the following is NOT viewed as a reward issue affecting employee retention?

A)signing bonuses
B)performance differentiation
C)recognition
D)competitive benefits

Question 63

Which recognized trend has resulted from the pro-active management of diversity issues?

A)a reduction in the number of white males being considered for promotion
B)an increased number of minority applicants
C)greater retention of individuals of all backgrounds
D)an increase in employment equity complaints

Question 64

Which statement about employee satisfaction best exemplifies what generally holds true?

A)Employees are satisfied with both the amount of their pay and the processes used to determine their pay.
B)Eployees are more satisfied with the processes used to determine their pay than the amount of their pay.
C)Employees are more satisfied with the amount of their pay than the processes used to determine their pay.
D)Employees are not satisfied with either the amount of their pay or the processes used to determine their pay.

Question 65

As vice president of HR, you suspect that retention may be a problem in your organization. Which of the following would you take as a first step in a retention management program?

A)Evaluate compensation and benefits.
B)Evaluate the orientation and training programs.
C)Improve employee relations between management and line personnel.
D)Measure absenteeism and turnover.

Question 66

Which of the following is the most important workplace issue affecting employee engagement in Canada?

A)competitive pay and benefits
B)job security
C)opportunity for personal growth and development
D)supervisory/management support

Question 67

The executive committee of the firm is concerned with the high rate of turnover among their most promising young new hires. They ask you, as the new director of HR, to suggest how to retain these individuals. Which of these responses would you suggest as the most appropriate to this retention problem?

A)employee recognition programs
B)a formal mentoring program
C)immediate promotions
D)hiring bonuses

Question 68

Competitive pay is consistent with individuals' perceptions of their capabilities, experience, and performance. Which of the following is also characteristic of competitive pay?

A)It is within 15 percent of the market rate.
B)It is within 10 percent of the market rate.
C)It is at the exact market average.
D)It is within 20 percent of the market rate.

Question 69

Which of these possible forms of reward is an example of intangible recognition?

A)"employee of the month"
B)a gift voucher
C)feedback from managers
D)perfect attendance award

Question 70

Which of the following have organizations found to be the cause of high employee turnover rates in the first few months of employment?

A)uncompetitive pay scales
B)lack of recognition for performance
C)inadequate selection screening
D)work and family conflicts

Question 71

Given the increasing demographic diversity of Canadian workplaces, which of these is most important to aiding retention?

A)the proper balance of tangible and intangible rewards
B)competitive pay
C)supervisory/management support
D)non-discriminatory treatment of all employees

Question 72

Individuals who are leaving the organization may be asked to identify reasons during an interview. What is this interview called?

A)an employment interview
B)an appraisal interview
C)an exit interview
D)a retention interview

Question 73

Which of the following survey types measures the degree to which workers identify with, are motivated by, and are willing to give extra effort for their employer?

A)attitude surveys
B)motivational surveys
C)engagement surveys
D)loyalty surveys

Question 74

As director of HR of a medium-sized information technology consulting firm, you are most concerned about one kind of turnover because it will have a significant impact on retention of remaining staff. The turnover of which group of employees most concerns you?

A)middle management employees
B)employees who are popular with many co-workers
C)high-calibre, top performers
D)low-performing, but highly motivated employees

Question 75

Why do employers use attitude surveys?

A)to assess employees' feelings and beliefs about their jobs and the organization
B)to provide input to supervisor evaluations
C)to assure employees that management is genuinely interested in their needs
D)to identify jobs that can be eliminated or automated

Question 76

Management asks employees to respond candidly to an attitude survey. Which is the most significant expectation that the survey will build up?

A)that action will be taken on the concerns identified
B)that the HR department will become more professional
C)that an organizational restructuring may be undertaken
D)that their responses will be kept confidential

Question 77

Which of the following statements shares an accurate observation about recognition?

A)There is no such thing as "negative recognition."
B)Any recognition is a positive tool for retention.
C)Forms of recognition such as "employee of the month" are tangible rewards.
D)Recognition programs are useful when the company cannot provide competitive pay.

Question 78

What role, if any, can orientation practices play in retention?

A)Well done orientation can increase employee retention by as much as 25 percent.
B)Orientation can affect retention, but only if new employees are assigned to mentors upon entry to the organization.
C)"Realistic" orientation encourages newly hired employees to quit immediately when they perceive that the organization is a poor fit for them.
D)Orientation practices have little effect on retention of employees.

Question 79

Which of the following statements presents a misconception about employee workloads?

A)Almost half of employees feel they are overworked.
B)The average worker works slightly more than 40 hours a week at his/her main job.
C)Technology has eased the burden of work for Canadian employees.
D)Overworked employees are more likely to look for another job.

Question 80

Which is most characteristic of surveys that can measure attitudes accurately?

A)They are internally developed.
B)They are custom-designed for the organization.
C)They are valid and reliable.
D)They are lengthy and detailed.