Question 1

Outplacement and promotional decisions are common activities under the HRM domain of Organization Design.

Accepted Answer

Outplacement and promotional decisions fall under the HRM domain of Talent Management, not Organization Design. Organization Design typically involves structuring the organization, defining roles and responsibilities, and ensuring the organization's structure aligns with its strategy. Talent Management focuses on hiring, developing, retaining, and sometimes exiting employees.

Question 2

The metrics challenge ascertains whether managers have the access,capability,and motivation to use the measurement data to communicate strategy and monitor progress.

Accepted Answer

False

Question 3

Validated selection and promotion systems are related to lower productivity and high costs.

Accepted Answer

Validated selection and promotion systems are designed to improve productivity and reduce costs by selecting the most qualified candidates for a job and promoting those who are best suited to handle increased responsibilities. Therefore, they are not related to lower productivity and high costs.

Question 4

Quantitative reviews,also known as meta-analyses are used to evaluate the effectiveness of HRM methodology.

Accepted Answer

Quantitative reviews or meta-analyses are commonly used to synthesize and evaluate the effectiveness of HRM methodology by statistically combining the results of multiple studies.

Question 5

Unlike other corporate functions,such as Finance,HRM is not concerned with quantitative analysis as a part of decision-making preferring to rely on intuition to make decisions.

Accepted Answer

This statement is false. HRM has increasingly become more data-driven, relying on quantitative analysis to inform decision-making. This helps to ensure that HR strategies and policies are effective and aligned with business goals.

Question 6

Fair treatment of workers results in lower performance and increased costs.

Accepted Answer

This statement is false. Fair treatment of workers actually results in higher performance and lower costs, as workers who feel valued and respected are more likely to be engaged and productive in their work, leading to less turnover and higher quality work output. Employers that invest in their employees' well-being and satisfaction often see a return on investment through increased productivity and efficiency.

Question 7

A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.

Accepted Answer

A successful workforce scorecard should be balanced and include both leading indicators (which predict future outcomes) and lagging indicators (which reflect past performance). This helps organizations understand how they are performing in the present and how they can improve in the future.

Question 8

One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems.

Accepted Answer

Developing supporting HR management and measurement systems is indeed one of the six steps for creating a workforce scorecard. This step involves deciding on the key metrics to be tracked, selecting the appropriate data collection methods, and ensuring data accuracy and completeness. It also involves creating an information management system that can deliver timely and relevant HR data to decision-makers at all levels of the organization.

Question 9

The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.

Accepted Answer

Perceived customer value and uniqueness are two major principles that describe the competitive advantage of a business. Perceived customer value refers to the customer's perception that a product or service offers superior benefits compared to other options in the market. Uniqueness, on the other hand, refers to the distinct features or qualities of a product or service that set it apart from the competition. Both of these principles are important for a business to establish a competitive advantage and differentiate itself in the market.

Question 10

A validated method of selection is a method that is shown to predict applicant success on the job

Accepted Answer

A validated selection method has been scientifically tested and shown to accurately predict which applicants will be successful in performing the job duties.

Question 11

Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors.

Accepted Answer

Competitive advantage is achieved when an organization is able to provide greater value to its customers than its competitors. This can result in increased customer loyalty, higher sales and profits, and a stronger market position. Therefore, if customers perceive that they receive more value from their transaction with an organization than from its competitors, the organization has a competitive advantage.

Question 12

Organizational design is concerned with establishing,fostering,and maintaining employee skills based on organizational and employee needs.

Accepted Answer

Organizational design focuses on structuring and aligning the organization's processes, systems, and structures to achieve its goals and strategy, rather than directly on employee skills development.

Question 13

Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM.

Accepted Answer

As the economy becomes more globalized and competition increases, organizations are recognizing the importance of HRM in recruiting, developing, and retaining talented employees who can contribute to high-quality products and services. Therefore, the statement is true.

Question 14

When a change is made in one functional area of HRM,such as a change in the skills needed to perform a job,there is no need for management to consider the impact on another HRM functional area.

Accepted Answer

Changes in one HRM functional area can have an impact on other functional areas, and managers need to consider the interdependence of HRM activities. For example, changes in job skills may affect recruitment, selection, training, and performance evaluation processes.

Question 15

Corporate social or environmental performance relates to a company's ability to make profits while not sacrificing the resources of its people,the community,and the planet.

Accepted Answer

The answer of Corporate social or environmental performance relates to...

Question 16

360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.

Accepted Answer

360 degree performance appraisal and feedback involves collecting feedback from different sources including managers, colleagues, subordinates, customers, and self. Thus, it is a form of multi-source performance appraisal and feedback.

Question 17

HPWP includes HRM practices that motivate employees to put forth discretionary effort.

Accepted Answer

High Performance Work Practices (HPWP) are designed to encourage employees to contribute to organizational success through their discretionary efforts. HRM practices, such as training and development, performance management, rewards and recognition, and employee involvement and empowerment, are all part of HPWP that motivate employees to go above and beyond their job requirements.

Question 18

Financial or economic capability is derived from an advantage related to costs,when a business is able to produce or provide a good or service more cheaply than competitors.

Accepted Answer

Financial or economic capability can be defined as the advantage a business has in terms of costs. If a business can produce or provide a good or service more cheaply than rivals, it can enjoy a competitive edge. Therefore, the given statement is true.

Question 19

HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.

Accepted Answer

HRM encompasses both administrative and transactional work, such as hiring and payroll management, as well as strategic planning and implementation to address business needs and objectives.

Question 20

Strategic capability represents the business's ability to manage organizational systems and people in order to match customer and strategic needs.

Accepted Answer

The answer of Strategic capability represents the business's ability to...

Quiz 1: Strategic Human Resource Management in a Changing Environment