Question 1

_____________ alignment exists when the HRM system fits with all other elements of the organizational environment-the culture, strategy, technology, and so on.

Accepted Answer

Vertical alignment exists when the HRM system is closely aligned with and supportive of the overall strategic direction and goals of the organization, as well as other organizational elements such as culture, technology, structure, and processes. This alignment ensures that HRM activities and practices are effectively contributing towards the achievement of the organization's objectives.

Question 2

Of the various organizational units that share responsibility for strategic planning, which unit(s) is (are) most likely to have the responsibility for workforce forecasting?

Accepted Answer

HR is typically the unit responsible for workforce forecasting as it directly relates to talent management and human resources. Other departments may provide input or collaborate with HR, but ultimately the responsibility falls on HR. Top management may also be involved in overarching strategy, but not necessarily in the day-to-day workforce forecasting. Line managers may have input on specific staffing needs, but not on the larger forecasting process.

Question 3

The CEO of Black Gold Oil Exploration, Inc., has committed to opening a branch office in Argentina. Staffing the new branch will require experienced geologists, petroleum engineers and administrators from the U.S. operations who are willing to relocate to Argentina for two years, who speak Spanish and who are willing to move in three months. The vice president of HR is shocked by this staffing request, as this is the first he has learned of the Argentine endeavor, and this will be the company's first non-U.S. operation. According to your textbook, this organization has failed to _______________.

Accepted Answer

The organization has failed to align business planning and HR planning, as evidenced by the vice president of HR not being aware of the staffing needs for the new branch in Argentina. This suggests that HR was not involved in the business planning process and the two plans were not seamlessly integrated.

Question 4

Research on integration following M&As shows that the HR implications

Accepted Answer

HR implications should not be treated as an afterthought in integration following M&As because they can significantly impact employee morale, retention, and overall business performance. Failing to address these HR implications can lead to serious negative consequences.

Question 5

Managing human resources to support continuous learning includes all of the following EXCEPT:

Accepted Answer

All of the other options (staffing, training and development, performance appraisals, and rewards) are important components of managing human resources to support continuous learning. Needed employee behaviors, however, is not a specific HR function. It may be an outcome of effective HR management, but it is not a tool or technique that HR managers actively utilize to support continuous learning.

Question 6

Human resource (HR) ________________ state in quantitative or qualitative terms what is to be achieved with regard to the firm's human resources.

Accepted Answer

Objectives state in specific and measurable terms what is to be achieved, making them the most appropriate choice for describing what the firm desires to achieve with regard to human resources. Alternatives, forecasts, projections and goals are not as specific or measurable as objectives.

Question 7

An organizational assessment of the internal and external environments is often referred to as a(n):

Accepted Answer

An organizational assessment involves analyzing both internal and external factors that affect the organization. This includes evaluating the strengths and weaknesses of the organization's structure, culture, and resources as well as the opportunities and threats presented by the external environment. This analysis helps to identify areas for improvement and inform strategic decision-making.

Question 8

The last phase in strategic business and HR planning for alignment and change process is ___________.

Accepted Answer

The last phase in strategic business and HR planning for alignment and change process is reviewing, revising, and refocusing. This phase involves evaluating the results of the planning process and making adjustments to ensure that the plans are aligned with the business strategy and objectives. It also involves identifying areas where changes may be necessary and developing a plan of action to address these areas. The other options listed are important phases in the planning process, but they come before the last phase of reviewing, revising, and refocusing.

Question 9

A _________________ organization continually finds new ways to satisfy customers and other stakeholders by skillfully integrating the resources of information, technology, and people to produce and then effectively use new knowledge.

Accepted Answer

A learning organization is one that prioritizes the continuous learning and development of its employees and stakeholders. This includes constantly seeking out new ways to improve customer satisfaction and integrating new knowledge from information and technology resources. A learning organization is able to adapt and innovate in response to changing circumstances, making it a competitive and effective organization.

Question 10

_____________ alignment exists when all of the HR policies and practices that comprise the HRM system are consistent with each other and so present a coherent message to employees concerning how they should behave while at work.

Accepted Answer

Horizontal alignment refers to the consistency among the various HR policies and practices within an organization, ensuring they all convey a coherent message to employees about expected behaviors and practices at work.

Question 11

Human resource (HR) ___________ are used to assess progress against HR objectives.

Accepted Answer

Metrics are quantitative measurements used to evaluate progress against HR objectives. Forecasts, goals, models, and projections are other tools used in HR management but are not specific to measuring progress against objectives.

Question 12

The strategic plan for an organizational change:

Accepted Answer

All of the given choices are true and accurate descriptions of a strategic plan for organizational change. A strategic plan is a blueprint for action that outlines the steps that an organization needs to take to achieve its goals. It should include a timetable for implementation and evaluation of the change, as well as measurement criteria to track progress and ensure that the change is working as intended. It should also consider all the possible alternative ways to proceed with the change to ensure that the chosen strategy is the most effective one.

Question 13

Which of the following would not be a relevant HR metric for a retail appliance store customer service operations?

Accepted Answer

Distance from customer's address to nearest competing retail store is not a relevant HR metric for a retail appliance store customer service operations. It is not related to the performance of the employees who provide customer service and does not provide any insight into their effectiveness or efficiency. The other metrics listed all relate to the performance of the installation technicians and the level of customer satisfaction with their service, which are important for assessing the success of the customer service operations.

Question 14

When an organization takes action in anticipation of upcoming events or early in the cycle of a new trend, it undergoes _______________ change.

Accepted Answer

Anticipatory change refers to changes that are made before a particular event or trend happens, in order to prepare for it or take advantage of it. This type of change is proactive and forward-looking, and can help organizations stay ahead of the curve.

Question 15

When organizations make major adjustments in the ways they do business, it usually creates the need for ______________ change.

Accepted Answer

When organizations make major adjustments in the ways they do business, it usually creates the need for radical change. Radical change involves significant shifts in strategy, structure, or culture and requires a complete overhaul of the organization's systems and processes. Incremental change, reactive change, and anticipatory change usually do not require such a significant overhaul. Dysfunctional change refers to changes that harm the organization rather than improve it, and is not a valid option in this context.

Question 16

______________ change occurs when an organization is forced to change in response to an unanticipated event in the external or organizational environment.

Accepted Answer

Reactive change occurs when an organization is forced to change in response to an unanticipated event in the external or organizational environment. It is a response to an unexpected challenge or threat, rather than a planned or anticipated change.

Question 17

_____________ refers to the activities associated with scanning and assessing the environment; specifying the objectives to be achieved by HR activities, along with the measures to be used to assess the achievement of those objectives; and developing specific plans for HR policies and practices along with timetables for implementing the plans.

Accepted Answer

The given description refers to the process of human resource planning, which involves scanning the environment, identifying HR objectives and measures, and developing specific plans and timelines for HR policies and practices. This process helps organizations to align their HR strategies with their overall business goals and objectives. Options A, B, C, and D do not capture the full scope of the described process.

Question 18

Which of the following is a responsibility of employees in HR planning and strategic change?

Accepted Answer

All of the above choices are responsibilities of employees in HR planning and strategic change. It is essential for employees to understand the planned changes and their implications, develop a personal capacity for frequent change, provide input in the early phases of planning, and participate in generating and evaluating alternative approaches to change for successful implementation of the plan.

Question 19

The type of strategic change that can be planned carefully and implemented gradually is ______________ change.

Accepted Answer

Incremental anticipatory change involves carefully planning and gradually implementing small changes to achieve a larger strategic goal. This type of change is less disruptive than radical change and allows an organization to adapt slowly to new circumstances. Radical change, both anticipatory and reactive, involves a major overhaul of the organization and is more difficult to plan and execute effectively. Incremental reactive change involves making small adjustments in response to changes in the external environment, but this type of change is often reactive rather than proactive. Dysfunctional change refers to changes that negatively impact the organization or its stakeholders.

Question 20

Which of the following are important elements of an organization's external environment:

Accepted Answer

All of the above elements are important components of an organization's external environment. Globalization affects companies' markets and supply chains. Political landscape affects regulations, policies, and government contracts. Labor markets influence the availability and cost of talent. Legal institutions influence the legal framework and potential legal risks for organizations.

Quiz 4: HR Planning for Alignment and Change