Question 1

If an organization has ________ fit then there is alignment between the primary HR activities and the HR challenges.

Accepted Answer

The answer of If an organization has ________ fit then...

Question 2

An HR system which is working effectively should never need to be reevaluated because if there are no issues then nothing needs to be fixed.

Accepted Answer

Even an effective HR system should be reevaluated periodically to ensure it is still meeting the needs and goals of the organization. This can help identify areas for improvement and updates needed to keep up with changing laws, regulations, and technology.

Question 3

Completing an evaluation of an HR system should be done once every five years because changes more frequent than that can lead to confusion on the part of the employees about what is expected of them.

Accepted Answer

Completing an evaluation of an HR system once every five years may not be sufficient as HR processes and technology can evolve rapidly. Waiting too long between evaluations can result in an outdated system that does not meet the needs of employees or the organization. Regular assessments and updates may be necessary to ensure the system remains effective and relevant.

Question 4

If a firm has established employee management practices that support each other well then it could be said that it has strong ________ alignment.

Accepted Answer

The answer of If a firm has established employee management...

Question 5

Consistency is critical when designing HR systems to work with, rather than against, each other.

Accepted Answer

Consistency ensures that all HR systems within an organization work together seamlessly, minimizing errors and reducing confusion for employees. Inconsistency can lead to inefficiencies and frustration, ultimately impacting the effectiveness of the HR function.

Question 6

A manager has an employee who is very motivated and always willing to work hard, however the employee lacks the knowledge, skills and abilities to properly perform the job, which is an example of a/an ________.

Accepted Answer

The answer of A manager has an employee who is...

Question 7

Employees can add ________ to an organization by contributing to its success b impacting the way it competes or how competitive it is with its rival organizations.

Accepted Answer

The answer of Employees can add ________ to an organization...

Question 8

Generally, HR systems which are consistent in how they are carried out and designed to have powerful connections result in more highly motivated employees, lower turnover, and positive financial results for the organization.

Accepted Answer

Consistent HR systems with powerful connections can lead to a variety of positive outcomes related to employee motivation, retention, and financial performance for the organization.

Question 9

Having a successful recruitment strategy to attract top talent and then having a state of art training and development program to support the growth and continuous learning of those employees is an example of ________.

Accepted Answer

The answer of Having a successful recruitment strategy to attract...

Question 10

For a position such as an assembly worker, being specific is less important because it is not important for them to understand why they need to perform their job, only how they are to perform it.

Accepted Answer

While the "how" is important, understanding why a task needs to be performed is also important for assembly workers. This can help them identify and resolve issues that may arise during production.

Question 11

A positive connection between HR practices may be when an company uses a performance evaluation system that is linked to a merit based increase which employees understand and can associate good performance with a high merit increase.

Accepted Answer

This statement describes a positive connection between HR practices by implementing a performance evaluation system that is linked to merit-based increases, which employees will see as a reward for good performance.

Question 12

Determining the source of your organization's competitive advantage is a primary component of creating an effective HR score card.

Accepted Answer

This statement is true. Identifying the competitive advantage of an organization is crucial in designing an HR scorecard that aligns with the overall strategic goals of the company. The HR function can then focus on ensuring that the workforce is equipped with the necessary skills, knowledge, and resources to maintain and strengthen the organization's position in the market.

Question 13

It is best to keep the information on an HR score card ambiguous so that managers an interpret the information to best fit the needs of their departments.

Accepted Answer

It is best to have clear and specific information on an HR scorecard, as this promotes consistency and objectivity in evaluating HR performance across different departments. Ambiguity can lead to subjective interpretations and inconsistent evaluations, which can undermine the credibility and effectiveness of the scorecard. Therefore, HR scorecards should have well-defined metrics, targets, and benchmarks that align with the overall business strategy and priorities.

Question 14

HR practices used by an organization help to determine which knowledge, skills and abilities employees are required to have so being specific when identifying practices can affect competitive advantage.

Accepted Answer

HR practices such as recruitment, selection, training and development, and performance management determine which knowledge, skills and abilities employees possess. This, in turn, can affect the organization's competitive advantage, as a skilled and talented workforce can provide better quality products or services, increased productivity, and innovation.

Question 15

If an organization designs a step by step disciplinary process to use when addressing poor performers but managers never take anyone past a verbal warning in fear of having to terminate an employee and take the time to recruit a new one, then most likely the system needs to be reevaluated and additional management training may need to occur.

Accepted Answer

If the disciplinary process is not being followed and managers are avoiding taking action, then it suggests that the system needs to be reevaluated and additional training may be required to ensure that managers can effectively manage employee performance.

Question 16

A compensation system which provides individual performance bonuses while the operations system involves employees to work together on teams would be considered a powerful connection.

Accepted Answer

A compensation system that provides individual performance bonuses promotes competition among employees, which conflicts with the cooperative nature of working on teams. Therefore, it is not considered a powerful connection between the compensation system and the operations system.

Question 17

HR score cards can be used as a starting point for redesigning HR systems that more strongly support the company's competitive advantage.

Accepted Answer

HR score cards provide a comprehensive overview of HR performance and can help organizations identify strengths and weaknesses in their HR systems. By leveraging the insights gained from score cards, companies can redesign their HR systems to gain a competitive advantage in the marketplace.

Question 18

Design the HR system is not enough; instructing managers how to implement the system must be part of the plan as well as following up with how well the implementation worked.

Accepted Answer

Just designing the HR system is not enough, proper instructions should be given to the managers for implementing the system and it's important to follow up with how well the implementation worked to ensure success.

Question 19

Customizing your HR score card to your company is the last step when redesigning HR systems.

Accepted Answer

Customizing your HR scorecard to your company should be an integral part of the process when redesigning HR systems, not the last step. It involves aligning HR metrics with business strategy from the beginning.

Question 20

When considering how HR systems are designed the communication plan about those systems can make or break how successful the organization is based on how specific and clear the information is communicated.

Accepted Answer

Communication is a critical factor in implementing any new system or process in an organization, especially in HR where it directly impacts employees. The communication plan should be specific and clear about the purpose, benefits, and usage of the system to ensure its successful adoption and usage by employees. If the communication plan is not effective, it can lead to confusion, resistance, and low adoption rates, which can hinder the organization's overall success.

Quiz 14: Creating High Performing Hr Systems