Question 1

Strategic metrics are the easiest to measure and include counting the number of new people hired, fired, transferred, and promoted.

Accepted Answer

Strategic metrics are not necessarily the easiest to measure as they often involve complex analyses and long-term outcomes, such as market share growth, return on investment (ROI), and customer satisfaction levels, rather than simple counts of HR activities.

Question 2

The new principles of management require a focus on outcomes and results, not just numbers and compliance.

Accepted Answer

The new principles of management emphasize achieving specific outcomes and results, prioritizing effectiveness and impact over merely adhering to processes and meeting numerical targets. This approach encourages innovation and flexibility, focusing on the end goals rather than just the means to achieve them.

Question 3

Developing an effective international workforce is much more difficult for a competitor to emulate than buying technology or securing capital.

Accepted Answer

Developing an effective international workforce involves complex processes such as cultural integration, language training, and developing a deep understanding of local markets, which are more difficult to replicate than purchasing technology or securing financial resources.

Question 4

Typical ratios associated with strategic metrics include the training cost factor and training cost percentage.

Accepted Answer

The answer of Typical ratios associated with strategic metrics include...

Question 5

Diversity in a group in terms of expertise, gender, age, and background, leads to the problem of groupthink.

Accepted Answer

Diversity in a group actually reduces the risk of groupthink by introducing a range of perspectives and critical thinking, which can challenge consensus and lead to more innovative solutions.

Question 6

Tests that are given to candidates as a part of the evaluation process must be related to the job.

Accepted Answer

Tests given during the evaluation process should be job-related to ensure they accurately assess the candidate's ability to perform the job's essential functions.

Question 7

The "make" decision is useful when it is too difficult to predict exactly which skills will be needed in the future.

Accepted Answer

The answer of The "make" decision is useful when it...

Question 8

Paying a wage is a standard practice, and therefore the competitive advantage can come only by paying a higher amount.

Accepted Answer

Paying a higher wage can give a competitive advantage by attracting and retaining skilled workers, increasing employee motivation and productivity, and enhancing the company's reputation as a desirable employer.

Question 9

Companies that measure intangibles such as employee performance, innovation, and change perform better than companies that don't use such metrics.

Accepted Answer

Measuring intangibles like employee performance, innovation, and change allows companies to better understand and improve their internal processes, leading to enhanced decision-making, increased productivity, and ultimately, better overall performance.

Question 10

Rewards need to be linked to performance so that employees are naturally inclined to pursue outcomes that will earn rewards and further the organization's success at the same time.

Accepted Answer

Linking rewards to performance encourages employees to align their efforts with the organization's goals, motivating them to achieve outcomes that benefit both themselves and the organization.

Question 11

Employees want projects that engage their heads as well as their hearts.

Accepted Answer

Employees are more motivated and satisfied when they work on projects that are intellectually challenging and emotionally engaging, as this combination fosters a sense of purpose and fulfillment.

Question 12

Most preemployment assessment tests measure sexual orientation, health-related issues, and age.

Accepted Answer

Preemployment assessment tests typically focus on skills, knowledge, personality traits, and cognitive abilities relevant to the job, rather than personal matters like sexual orientation, health-related issues, and age, which are protected by anti-discrimination laws in many jurisdictions.

Question 13

Cultural diversity eases the process of sharing information, technology, and innovations between the home office and foreign outposts.

Accepted Answer

Cultural diversity can actually complicate communication and the sharing of information, technology, and innovations due to differences in language, norms, and business practices, potentially hindering the process rather than easing it.

Question 14

A company should invest equally in training for all jobs rather than disproportionately investing more in developing people in the key strategic jobs on which the company's success is most dependent.

Accepted Answer

Investing more in key strategic jobs is often more beneficial for a company's success, as these roles typically have a greater impact on the organization's performance and competitive advantage. Focusing resources on areas that drive the most value allows for more effective use of training budgets and supports strategic objectives.

Question 15

SHRM as a function is restricted to the managers and executives of the human resources department.

Accepted Answer

Strategic Human Resource Management (SHRM) involves aligning human resource strategies with the business strategy across the entire organization, not just within the HR department. It requires collaboration among managers and executives across various departments.

Question 16

Organizational efforts to enable, develop, and motivate human capital improve accounting profits as well as shareholder value.

Accepted Answer

Organizational efforts to enable, develop, and motivate human capital can lead to increased productivity, innovation, and efficiency, which in turn can improve accounting profits. Additionally, these improvements can enhance the company's reputation and competitiveness, potentially increasing shareholder value through higher stock prices and dividends.

Question 17

Firms that effectively manage their international HR typically outperform competitors in terms of identifying new international business opportunities and adapting to changing conditions worldwide.

Accepted Answer

Effective international HR management helps firms better understand and adapt to different cultural, legal, and business environments, which in turn enhances their ability to identify new opportunities and respond to global changes, leading to competitive advantages.

Question 18

Studies show that most firms select expatriate managers on the basis of a global mind-set rather than on the basis of technical expertise.

Accepted Answer

Most firms tend to select expatriate managers primarily based on their technical expertise and job skills rather than on a global mindset or international experience.

Question 19

Nonmonetary pay refers to benefits that don't involve tangible value.

Accepted Answer

Nonmonetary pay refers to benefits that don't involve tangible value, such as flexible work hours, paid time off, and health insurance.

Question 20

A "right" worker is one who not only understands the job but whose goals and aspirations match those of the company.

Accepted Answer

A "right" worker is indeed one who not only understands the job requirements but also aligns with the company's goals and aspirations, ensuring a mutual fit for long-term success.

Quiz 12: Winning Through Effective, Global Talent Management