Question 1

Quantitative data on strategic plans are effective in demonstrating how HR adds value to the bottom line.

Accepted Answer

Quantitative data can show clear and measurable impact on financial outcomes, which directly reflects the value added by the HR function to the organization's bottom line.

Question 2

Once implemented, a good strategic plan cannot be adjusted to suit the changing trends in the internal or external factors affecting the company.

Accepted Answer

A good strategic plan is flexible and adaptable to changing circumstances. It should be regularly reviewed and adjusted as needed to ensure it remains relevant and effective in achieving the company's goals.

Question 3

A staffing plan is an inventory of all current employees along with their educational level and abilities.

Accepted Answer

A staffing plan is a comprehensive strategy designed to meet an organization's current and future staffing needs, it includes estimates of the number and types of employees needed, their qualifications, and how they will be recruited, trained, and deployed. It is not simply a list of current employees' educational level and abilities.

Question 4

Non-job specific skills that employees need to become successful are called human relations skills.

Accepted Answer

Human relations skills, also known as soft skills, are transferable skills that enable individuals to effectively communicate, collaborate, and connect with others in the workplace regardless of their job-specific responsibilities. These skills include things like active listening, empathy, problem-solving, and conflict resolution. They are important for success in any career, not just job-specific skills.

Question 5

Awareness of IT changes in HR isn't necessary, since HR isn't the IT department.

Accepted Answer

HR professionals should have awareness of IT changes as technology plays an increasingly important role in various aspects of HR such as recruitment, onboarding, employee engagement, and data security. Additionally, HR departments often work closely with IT departments in implementing and utilizing various HR technologies.

Question 6

A strategic plan should be a static document.

Accepted Answer

A strategic plan should not be a static document. It should be a dynamic and adaptive document that can be revised and updated based on changes in the internal and external environment of the organization. A static document would not be able to address changes in the market, technology, or competition, and would not provide the organization with the necessary flexibility to adapt to these changes.

Question 7

Every stage of the organizational lifecycle requires a different HRM strategy.

Accepted Answer

As an organization grows and evolves, its needs and challenges change. Therefore, HRM strategies need to be adjusted to support the organization's current stage of the lifecycle. For example, a startup may need to focus on recruiting and retaining key talent, while a mature company may need to focus on succession planning and career development for employees.

Question 8

The region or area in which a business is located is a major determinant of its compensation strategy.

Accepted Answer

The region or area in which a business is located can affect the cost of living, market demand, and competition for talent, which can all impact the compensation strategy of a business in that area.

Question 9

Personnel management emphasized the aim of achieving strategic goals through people.

Accepted Answer

Personnel management traditionally focused on administrative tasks and the welfare of employees rather than achieving strategic goals through people, which is a key focus of human resource management.

Question 10

A 360 review is a type of training method.

Accepted Answer

A 360 review is not a type of training method. It is a type of performance review process where an employee receives feedback from their supervisor, peers, subordinates, and sometimes even customers or external partners. This feedback is used to identify strengths and areas for improvement and to develop an individual development plan. 360 reviews are not typically used for training purposes, but rather for performance management and career development.

Question 11

Strategic plans should be reviewed once a year.

Accepted Answer

Strategic plans should be reviewed regularly, potentially more than once a year, to ensure they remain relevant and responsive to changing circumstances and opportunities.

Question 12

A SWOT analysis does not apply at the level of departmental performance.

Accepted Answer

A SWOT analysis can be conducted at the departmental level to identify strengths, weaknesses, opportunities, and threats to the department's performance. It can be a useful tool for identifying areas of improvement and developing strategies for achieving departmental goals.

Question 13

The HRM strategic plan represents the major objectives an organization wants to achieve.

Accepted Answer

The HRM strategic plan outlines the organization's key HR goals and objectives to be achieved.

Question 14

A head-hunter is typically used for recruiting candidates for higher level positions.

Accepted Answer

Head-hunters are known for recruiting candidates for executive or upper management level positions.

Question 15

Developing programs to meet the training needs of an organization occurs in the fourth part of the HRM plan.

Accepted Answer

The fourth part of the HRM plan is to develop programs to address the training and development needs of an organization. This includes designing training activities, selecting training methods and trainers, and implementing training programs to enhance the skills, knowledge, and abilities of employees.

Question 16

Even if a company does not have an HR department, management should still develop HRM strategic plans and HR plans.

Accepted Answer

Even if a company does not have a designated HR department, the responsibility of managing employees and human resources still falls on management. Therefore, it is essential for management to develop HRM strategic plans and HR plans to ensure that the company's workforce is effectively managed and the organization's goals are met.

Question 17

An HR manager must develop the departmental goals and HR plans based on the overall goals of the organization autonomously.

Accepted Answer

An HR manager should align departmental goals and HR plans with the overall goals of the organization, but not autonomously; they should collaborate with senior management and other departments to ensure alignment and support organizational objectives.

Question 18

New employees are given training in various aspects of the company culture at the stage of orientation.

Accepted Answer

New employees are typically given training in various aspects of the company culture during their orientation period. This helps them to understand the values, norms, and expectations that are important to the organization, and to feel better integrated into the workplace.

Question 19

The first human resource department was created in 1901 by The National Cash Register Company (NCR).

Accepted Answer

The National Cash Register Company (NCR) created the first human resource department in 1901.

Question 20

The Ulrich HR model started the movement toward viewing HR as a functional area.

Accepted Answer

The Ulrich HR Model, introduced by Dave Ulrich in the 1990s, did not start the movement toward viewing HR as a functional area but rather redefined the HR role into strategic partnership, changing the way HR functions are viewed and organized within companies. The movement toward viewing HR as a functional area predates the Ulrich Model.

Quiz 2: Developing and Implementing Strategic Hrm Plans