Deck 1: HRS Role, Strategy, and Planning

Question 1

Bob, a human resources executive at Axis Inc., is moving from an operational role in the human resources department to a strategic role. Which of the following best describes Bob's change of role?

A) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
B) Moving from helping define the strategy to manage human capital to processing legal paperwork
C) Moving from processing legal paperwork to serving as a "champion" of employee concerns
D) Moving from processing legal paperwork to helping define the strategy to manage human capital

Answer 1

A

Question 2

Which of the following is a part of the process of aligning human resource activities?

A) Changing workloads and combining jobs
B) Revising organizational structure
C) Using domestic vendors instead of employees
D) Training, developing, and staffing

Answer 2

D

Question 3

_____, a method to increase employee productivity, involves having fewer employees who perform multiple job tasks.

A) Organizational restructuring
B) Aligning HR activity
C) Outsourcing
D) Redesigning work

Answer 3

D

Question 4

Which of the following statements is true of the functions of human resource management?

A) It is a clerical operation in large companies concerned with payroll and employee records.
B) It refers to a department which looks into the legal ramifications of policies and procedures that affect only the employees in an organization.
C) It is a function concerned with costs, planning, and the implications of various strategies for organizations.
D) It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals.

Question 5

_____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs.

A) Organizational restructuring
B) Redesigning work
C) Aligning human resource activity
D) Outsourcing

Question 6

Which of the following is a part of the process of redesigning work?

A) Reshaping jobs because of technology changes
B) Revising organizational structures
C) Training, developing, and evaluating employees
D) Outsourcing operations internationally

Question 7

A useful way to measure the productivity of a workforce is:

A) to determine the total cost of people required for each unit of output.
B) to determine the total cost of people required for an output of 100 units.
C) to determine the total cost of people required to complete a day's worth of work.
D) to determine the total cost of people required to complete a year's worth of work.

Question 8

Which of the following is a part of the process of outsourcing analyses?

A) Revising organizational structure
B) Using vendors instead of employees
C) Changing workloads and combining jobs
D) Attracting and retaining employees

Question 9

Mike, a human resources executive at Oyster Studios, is moving from an operational role in the human resources department to an administrative role. Which of the following best describes Mike's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns
B) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from serving as a "champion" of employee concerns to processing legal paperwork

Question 10

Donna, a human resources manager at Loch Inc., is moving from a strategic role in the human resources department to an operational role. Which of the following best describes Donna's change of role?

A) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
B) Moving from helping define the strategy to manage human capital to processing legal paperwork
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from serving as a "champion" of employee concerns to processing legal paperwork

Question 11

Sunny, a human resources executive at FlyHi Inc. is moving from a strategic role in the human resources department to an administrative role. Which of the following best describes Sunny's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns
B) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
C) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 12

_____, a method to increase employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity.

A) Outsourcing
B) Redesigning work
C) Aligning human resource activity
D) Organizational restructuring

Question 13

David, a human resources manager at RedWall Inc., is moving from an administrative role in the human resource department to a strategic role. Which of the following best describes David's change of role?

A) Moving from serving as a "champion" of employee concerns to processing legal paperwork
B) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 14

Which of the following is a disadvantage of an aging workforce in economically developed countries?

A) Having to provide retirement benefits
B) Having to decrease the span of control
C) Having to provide flexible work arrangements
D) Having to replace experience and talent

Question 15

Which of the following has traditionally been the dominant role for human resources?

A) Operational role
B) Employee advocate role
C) Administrative role
D) Strategic role

Question 16

Which of the following is true of the administrative role of human resource departments?

A) It involves managing most human resource activities in keeping with strategies and operations that have been identified by management.
B) It involves helping to define the strategy relative to human capital and its contribution to organizational results.
C) It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
D) It focuses on record keeping, including essential legal paperwork and policy implementation.

Question 17

Which of the following is an advantage of using a contingent workforce?

A) Committed employees
B) No training needed
C) Lower cost
D) Wider span of control

Question 18

Which of the following is true of the operational role of human resource departments?

A) It involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.
B) It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
C) It involves managing most human resource activities in keeping with the strategies that have been identified by management.
D) It involves helping to define the strategy relative to human capital and its contribution to organizational results.

Question 19

Sara, a human resource manager at Comp Inc., is moving from an administrative role in the human resource department to an operational role. Which of the following best describes Sara's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns.
B) Moving from processing legal paperwork to helping define the strategy to manage human capital
C) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 20

Which of the following is true of organizational culture?

A) It increases the diversity of an organization.
B) It decreases the diversity of an organization.
C) It provides employees with rules for behavior.
D) It does not take a very long time to evolve.

Question 21

Mark, an HR manager, is responsible for the HR planning process in his organization. He has reviewed the organization's strategic plans. Which of the following is most likely to be Mark's next step in the planning process?

A) Develop HR staffing plans and actions
B) Compile HR planning forecasts
C) Implement HR staffing plans and actions
D) Assess external and internal workforce

Question 22

Which of the following is a specialized human resource organization?

A) World at Work Association
B) Organization for Economic Cooperation
C) Ethics Resource Center
D) U.S. Small Business Association

Question 23

Ramone, a human resource manager, works for TelVille Inc. Initially, he was responsible only for recruitment. After a promotion, he was made responsible exclusively for employee benefits. Which of the following is true of Ramone?

A) Both the roles that Ramone played were generalist roles.
B) Both the roles that Ramone played were specialist roles.
C) Ramone moved from a specialist role to a generalist role.
D) Ramone moved from a generalist role to a specialist role.

Question 24

Which of the following is typically the last step in the HR planning process?

A) Review organization's environmental analysis/strategic plans
B) Develop HR staffing plans and actions
C) Compile HR planning forecasts
D) Assess external and internal workforce

Question 25

Which of the following is typically the last step in the strategic planning process for organizations?

A) Formulating supporting functional strategies
B) Evaluating and reassessing strategy
C) Establishing goals and objectives
D) Stating the organizational mission

Question 26

Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment, but after his promotion, he was responsible for recruitment, compensation, and benefits. Which of the following best describes Max?

A) Both the roles played by Max were generalist roles.
B) Both the roles played by Max were specialist roles.
C) Max moved from a specialist role to a generalist role.
D) Max moved from a generalist role to a specialist role.

Question 27

Which of the following best defines HR analytics?

A) An evidence-based approach to making HR decisions on the basis of quantitative tools and models
B) An assumption-based approach to making HR decisions on the basis of quantitative tools and models
C) An evidence-based approach to making HR decisions on the basis of qualitative tools and models
D) An assumption-based approach to making HR decisions on the basis of qualitative tools and models

Question 28

Which of the following is the function of compliance audits?

A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing specific HR areas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations and the I-9 form requirement

Question 29

Which of the following best defines the term 'effectiveness'?

A) The degree to which operations are done in an economical manner
B) The ability to produce a specific desired effort or result that can be measured
C) The degree to which operations are done in the least possible time
D) The ability to produce a specific desired effort or result that cannot be measured

Question 30

Which of the following is a part of the strategy and planning function of human resource management?

A) Diversity
B) Human resource retention
C) Job analysis
D) Compensation

Question 31

Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken's next step in the strategic planning process?

A) Evaluate and reassess strategy
B) Implement strategy
C) Establish goals and objectives
D) Formulate organization-level strategies

Question 32

Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act?

A) Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves.
B) Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment.
C) Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment.
D) Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves.

Question 33

Which of the following is an effective method of managing a talent surplus?

A) Outsourcing to a third party
B) Using contingent workers
C) Freezing hiring
D) Increasing employee work hours through overtime

Question 34

Which of the following is typically the first step in the strategic planning process for organizations?

A) Organizational mission
B) SWOT analysis
C) Formulating organizational strategy
D) Establishing goals and objectives

Question 35

Which of the following is typically the first step in the HR planning process?

A) Review organization's environmental analysis/strategic plans
B) Develop HR staffing plans and actions
C) Compile HR planning forecasts
D) Assess external and internal workforce

Question 36

Josh, a human resource manager, used to handle employee recruitment and compensation for his organization. After a promotion, he was responsible for handling employee recruitment, compensation, and benefits. Which of the following is true of Josh?

A) Both the roles played by Josh are generalist roles.
B) Both the roles played by Josh are specialist roles.
C) Josh moved from a generalist role to a specialist role.
D) Josh moved from a specialist role to a generalist role.

Question 37

Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie?

A) Both the roles that Suzie played were generalist roles.
B) Both the roles that Suzie played were specialist roles.
C) Suzie moved from a specialist role to a generalist role.
D) Suzie moved from a generalist role to a specialist role.

Question 38

Which of the following is a factor of the external environment in an organization?

A) Leadership bench strength
B) Organizational culture
C) Quality of talent
D) Competitive forces

Question 39

A person who is responsible for performing a variety of human resource activities is known as a _____.

A) human resource specialist
B) human resource planner
C) human resource strategist
D) human resource generalist

Question 40

Which of the following is an effective method for managing a talent shortage?

A) Reducing employee work hours
B) Encouraging attrition
C) Implementing voluntary separation programs
D) Outsourcing to a third party

Question 41

Which of the following is the function of specific program audit?

A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing particular HR subareas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations and the I-9 form requirement

Question 42

Which of the following is the function of I-9 audit?

A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing specific HR areas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations

Question 43

A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization.

Question 44

Contingent workers include temporary workers, independent contractors, leased employees, and part-timers.

Question 45

Which of the following is the function of benefit programs audit?

A) Reviewing regulatory compliance, benefits administration and reporting
B) Checking record keeping on state and federal paperwork requirement
C) Reviewing specific HR areas such as compensation, training, and so on
D) Reviewing compliance with immigration regulations and the I-9 form requirement

Question 46

It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact.

Question 47

The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.

Question 48

Replacing the experience and talents of longer-service workers is a challenge facing employers in all industries.

Question 49

By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination.

Question 50

Which of the following is a part of the human resource function of employee and labor relations?

A) Human resource policies
B) Health and wellness
C) Human resource effectiveness
D) Affirmative action

Question 51

Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.

Question 52

Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

Question 53

Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing.

Question 54

A core competency is a unique capability that creates high value in which an organization excels.

Question 55

The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.

Question 56

The administrative role of human resource involves serving as employee "champion" for employee issues and concerns.

Question 57

Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, and aligning human resource activities.

Question 58

Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.

Question 59

Which of the following is a part of the staffing function of human resource management?

A) Recruiting
B) Training
C) Orientation
D) Career planning

Question 60

Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.

Question 61

Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice.

Question 62

Organizational strategy is independent of Human Resource management.

Question 63

Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute.

Question 64

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages of both terminated and retained employees in layoff situations, and waiver of rights to sue for age discrimination must meet certain requirements.

Question 65

A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist.

Question 66

The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle.

Question 67

In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention.

Question 68

Instead of making a choice, a good strategy will try to accommodate many different demands and interests.

Question 69

The balanced scorecard is a framework organizations use to report on a diverse set of performance measures.

Question 70

The focus of HR planning is to ensure that the organization has the right number of human resources, with the right capabilities, at the right times, and in the right places.

Question 71

A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist.

Question 72

The value for HR practices cannot be measured.

Question 73

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premium themselves.

Question 74

The SWOT analysis helps managers in formulating a strategic plan that considers the organization's ability to deal with the situation at hand.

Question 75

Certified Compensation Professional (CCP), a human resource certification, is sponsored by the World at Work Association.

Question 76

Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development.

Question 77

Implementing the strategy is typically the last step in the strategic planning process.

Question 78

Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.

Question 79

People-related costs are typically the smallest controllable expense in organizations.

Question 80

For human resource generalists, the largest organization is the Society for Human Resource Management.