Question 1

When an organization's HR practices work well together and support each other then the organization has:
A) a compliance based HR system.
B) a commitment based HR system.
C) a productivity based HR system.
D) internal alignment.
E) external alignment.

Accepted Answer

When an organization's HR practices work well together and support each other, it is known as internal alignment. This means that the HR practices are consistent and coordinated to achieve the organization's goals and objectives. Internal alignment is essential for effective HR management and ensuring that the organization's workforce is efficient and productive. A compliance-based HR system focuses on meeting legal requirements, while a commitment-based HR system emphasizes employee involvement and engagement. A productivity-based HR system focuses on maximizing organizational performance. External alignment is about aligning HR practices with external factors such as market conditions and the competitive environment.

Question 2

Bruce operates a small medical practice with 10 employees. He offers a competitive compensation and benefits package. He has implemented an annual performance evaluation system that includes goal setting for each employee. He also has set aside money in his budget to provide educational assistance for his staff. He also allows the staff to self schedule so that they can meet their personal needs while still meeting the office and patient needs. Due to all of this his office has experienced minimal turnover during the past 3 years. This can be best described as a/an:
A) deadly combination.
B) external alignment.
C) powerful connection.
D) internal alignment.
E) uniqueness.

Accepted Answer

C

Question 3

Using the right HR practice the wrong way is generally the result of poor:
A) implementation.
B) design.
C) selection.
D) evaluation.
E) follow up.

Accepted Answer

Poor implementation refers to the failure to execute a well-designed HR practice effectively. Implementing HR practices poorly can lead to negative outcomes, such as employee dissatisfaction, reduced productivity, and increased turnover. Therefore, it is crucial to ensure that HR practices are implemented correctly to achieve the desired results.

Question 4

Which of the following best demonstrates in which order HR practices should be determined in order to result in the best alignment?
A) Orienting - Evaluating - Selecting - Compensating
B) Training - Compensating - Evaluating - Selecting
C) Selecting - Recruiting - Compensating - Evaluating
D) Recruiting - Selecting - Orienting - Evaluating
E) Selecting - Orienting - Compensating - Evaluating

Accepted Answer

Recruiting is the first step to find potential candidates. Selecting involves choosing the right candidate from those recruited. Orienting introduces the new employee to the company culture and policies. Evaluating is the process of assessing the employee's performance after they have been oriented and have started working. This sequence ensures that each step logically follows the other for effective HR alignment.

Question 5

When recruiting for a sales manager ABC Corporation used an extensive interview process and reinforced to the final candidate, Glenn, who was chosen, that sales volumes would be closely monitored and meeting specific targets would result in bonuses. Once hired, Glenn's orientation did not discuss the sales territory or the preferred selling methods. In addition, Glenn's compensation was set up to be straight salary only, which did not support what he was told during the interview process. Which of the following best describes this scenario?
A) Poor internal alignment
B) Poor external alignment
C) Powerful connection
D) Relational relationship
E) Transactional relationship

Accepted Answer

This scenario demonstrates poor internal alignment as there was a disconnect between what was communicated during the interview process and what was provided during Glenn's orientation and compensation package. The company did not align their actions with their words, which can lead to confusion, frustration, and a lack of trust between the employee and the company.

Question 6

Which of the following HR practices would be impacted by the introduction of new employment regulations related to FMLA?
A) Recruitment process
B) Management training program
C) Employee wellness program
D) Disciplinary process
E) Performance incentive program

Accepted Answer

New employment regulations related to the Family and Medical Leave Act (FMLA) would impact management training programs as managers need to be trained on the updated regulations to ensure compliance and proper handling of employee leave requests.

Question 7

Susan is an excellent graphic designer. She is very creative and always receives outstanding feedback from her customers. In addition, she is dedicated and works hard to complete assignments so that she can take on additional work. However, Susan's company cannot afford to upgrade the graphic design software she currently uses and therefore her work is starting to suffer because she does not have the latest technology in order to continue to enhance her work product. This is an example of a/an:
A) deadly combination.
B) external alignment.
C) powerful connection.
D) internal alignment.
E) uniqueness.

Accepted Answer

This scenario is an example of a "deadly combination," where Susan's skills and dedication are undermined by the lack of necessary resources, such as updated software, which negatively impacts her work.

Question 8

In order to have the most impact employee attitudes and behaviors which of the following HR practices are necessary?
A) Recruitment program and selection process
B) Health and safety programs
C) Incentive plans and benefit programs
D) Orientation and training programs
E) Job description design and implementation

Accepted Answer

The answer of In order to have the most impact...

Question 9

RSJ Corporation uses personality testing during the selection process, then they put all new hires through a rigorous orientation and training program, and finally employees are rewarded with a comprehensive incentive program. This is an example of a/an:
A) external alignment.
B) differentiation strategy.
C) deadly combination.
D) powerful connection.
E) relational relationship.

Accepted Answer

This is an example of a powerful connection, as RSJ Corporation is using a combination of personality testing, rigorous orientation and training, and a comprehensive incentive program to ensure that employees are well-aligned with the company's goals and culture, thereby creating a strong and effective workforce.

Question 10

All of the following statements about competitive advantage are accurate EXCEPT:
A) it is achieved when an organization has created more economic value for its customers than its competitors.
B) the cost of making the product or service is outweighed by the value which is provided to the customer.
C) it can result from using state of the art technology and equipment to produce the product or service.
D) financial resources are the determinate of competitive advantage rather than the alignment of HR practices.
E) providing excellent customer service can result in a competitive advantage.

Accepted Answer

The statement "financial resources are the determinate of competitive advantage rather than the alignment of HR practices" is not accurate. While financial resources can contribute to competitive advantage, a well-aligned and effective HR strategy can also be a source of competitive advantage by attracting, retaining, and developing talented employees who can drive innovation and productivity.

Question 11

Eric is a highly skilled print machine operator but lately he has lacked initiative and motivation to take on new assignments or complete his work on time. The work he does complete is of high quality and customers have positive feedback but when projects are not completed timely it creates upset and sometimes loss of customers. This is an example of a/an:
A) deadly combination.
B) external alignment.
C) powerful connection.
D) internal alignment.
E) uniqueness.

Accepted Answer

This scenario describes a "deadly combination" where an employee's high skill level is offset by a lack of motivation and initiative, leading to negative outcomes such as project delays and customer dissatisfaction.

Question 12

Which of the following HR practices would be impacted by a labor force trend which shows that more single mothers will be entering your work force?
A) Compensation plan design
B) New employee orientation program
C) Selection process
D) Health insurance plan design
E) Employee safety training

Accepted Answer

The answer of Which of the following HR practices would...

Question 13

In order to effectively manage employees, organizations should always keep the following axioms in mind EXCEPT:
A) using the wrong practice, or using the right practice poorly, can cause more harm than good.
B) no two companies are the same.
C) there is no one best way to manage employees.
D) employees are primarily concerned about being evaluated fairly.
E) All of the above are correct.

Accepted Answer

The statement "employees are primarily concerned about being evaluated fairly" is not necessarily true for all employees. Some employees may prioritize other factors such as career growth, work-life balance, or job security.

Question 14

ABC Industries and XYZ Corporation both are in the auto parts manufacturing business and therefore compete for the same customers, make similar products and use similar technology to create their products. Based on this information, which of the following statements is most accurate about these organizations?
A) They are both in the same stage of development.
B) The size of their companies are different.
C) Their organization cultures are very similar.
D) The work force is made up of the same number of minorities.
E) Regulatory issues impact each company in the same way.

Accepted Answer

The answer of ABC Industries and XYZ Corporation both are...

Question 15

An organization which follows a cost leadership strategy should use which of the following incentive plans in order to ensure that its strategy is aligned with its HR practice?
A) Profit sharing bonus
B) Gain sharing plan
C) Employee stock option plan
D) Commission based incentives
E) Straight piece rate

Accepted Answer

A gain sharing plan would align with a cost leadership strategy as it incentivizes employees to find ways to reduce costs and increase efficiency, which aligns with the goal of a cost leadership strategy. Profit sharing and stock option plans may incentivize employees to focus on increasing revenue rather than reducing costs. Commission based incentives and straight piece rate plans may incentivize employees to focus on output rather than cost efficiency.

Question 16

Which of the following decisions must be made for every job within an organization?
A) Whether contingent labor can be used to fill the job
B) How the job should be designed
C) The types of KSAs required to perform the job
D) Whether the job should be part time or full time
E) All of the above

Accepted Answer

All of these decisions need to be made for every job within an organization. Whether contingent labor can be used to fill the job depends on the organization's policies and practices. How the job should be designed is important to ensure that the job tasks are efficient and effective. The types of KSAs required to perform the job are important in determining the qualifications necessary for the position. Whether the job should be part-time or full-time depends on organizational needs and budget constraints.

Question 17

All of the following are the primary HR activities EXCEPT:
A) work design.
B) work force planning.
C) employee recruitment and selection.
D) managing employee competencies.
E) managing employee attitudes and behaviors.

Accepted Answer

The answer of All of the following are the primary...

Question 18

HR challenges with which an organization must align its HR practices are all of the following EXCEPT:
A) performance evaluation systems.
B) amendments to employment regulations.
C) the aging work force.
D) increasing use of technology.
E) employee work/life balance issues.

Accepted Answer

Performance evaluation systems are not an external challenge but rather an internal HR process that organizations design and implement to assess employee performance. The other options (B, C, D, E) represent external challenges or trends that HR practices must adapt to, such as changes in law, demographic shifts, technological advancements, and evolving employee expectations.

Question 19

Which of the following factors most likely determines how an organization manages its employees?
A) The compensation level of employees.
B) The results of personality tests given to employees.
C) The education level of the management staff.
D) How the company competes in its market.
E) How much profit the organization has made in the past year.

Accepted Answer

The organization's competitive strategy and market position are likely to have the greatest influence on how it manages its employees. For example, a company that competes based on low prices may focus on reducing labor costs, while a company that competes based on innovation may invest heavily in employee training and development. Factors such as compensation, education level, and past profits may also play a role, but they are likely to be secondary to the organization's overall strategy and market positioning. Personality tests may be used to inform decisions about employee placement and development, but they are unlikely to be the primary determinant of how the organization manages its workforce.

Question 20

To address organizational demands, environmental demands and regulatory issues managers must select HR activities that are:
A) internally aligned.
B) externally aligned.
C) deadly combinations.
D) unique.
E) relational.

Accepted Answer

Managers must select HR activities that are externally aligned to address the demands of the environment and regulatory issues. These activities must be designed to ensure that the organization complies with applicable laws and regulations while meeting the needs of external stakeholders. By aligning HR activities externally, managers can ensure that their organization is responsive to environmental and regulatory demands while remaining competitive in the marketplace.

Quiz 14: Creating High Performing Hr Systems

When an organization's HR practices work well together and support each other then the organization has:

Using the right HR practice the wrong way is generally the result of poor:

Which of the following best demonstrates in which order HR practices should be determined in order to result in the best alignment?

Which of the following HR practices would be impacted by the introduction of new employment regulations related to FMLA?

In order to have the most impact employee attitudes and behaviors which of the following HR practices are necessary?

RSJ Corporation uses personality testing during the selection process, then they put all new hires through a rigorous orientation and training program, and finally employees are rewarded with a comprehensive incentive program. This is an example of a/an:

All of the following statements about competitive advantage are accurate EXCEPT:

Which of the following HR practices would be impacted by a labor force trend which shows that more single mothers will be entering your work force?

In order to effectively manage employees, organizations should always keep the following axioms in mind EXCEPT:

An organization which follows a cost leadership strategy should use which of the following incentive plans in order to ensure that its strategy is aligned with its HR practice?

Which of the following decisions must be made for every job within an organization?

All of the following are the primary HR activities EXCEPT:

HR challenges with which an organization must align its HR practices are all of the following EXCEPT:

Which of the following factors most likely determines how an organization manages its employees?

To address organizational demands, environmental demands and regulatory issues managers must select HR activities that are: