CHAPTER 1
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(Subsequent Pages) 1. One source of employee value is technical knowledge. This includes which of the following? a. Processes b. Challenging work c. Analytical skills d. Leadership ability 2. The type of organizational asset/capital that is the most difficult to measure is _______. a. human b. physical c. financial d. operational 3. Research conducted by Huselid in the 1990s was one of the first to demonstrate the importance of "high performance work systems" (HPWS). The concept of HPWS refers to ____________. a. comprehensive compensation and benefits practices that enhance employee engagement b. integrated and strategically-focused HR practices that contribute to organizational profitability and market value c. performance management practices including coaching and mentoring that support employee development d. strategic leadership practices that inspire and empower the workforce 4. Based on the HR Value Chain, the foundation for achieving "bottom line" outcomes for an organization is ____________. a. political outcomes b. social outcomes c. operational outcomes d. employee outcomes 5. The vice president of HR at a consumer products company wants to use the HR value chain to help maximize profitability and market value of the firm. Which outcome measure should she focus her time and resources on to achieve this objective? a. Revenues b. Customer satisfaction and loyalty c. Employee engagement d. Expenses 6. Which measure does the HR function at Dow Chemical use to assist in calculating both the current and future contribution of employees for the overall financial success of the company? a. Actual Human Capital Return (AHCR) b. Employee Productivity c. Employee Labor Costs d. Employee Return in Investment https://cnow.apps.ng.cengage.com/ilrn/bca/instr/test-printing/490134491/html-print?sel=490134491
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7. Nordstrom seeks to achieve competitive advantage by focusing on superior customer service. The customer service strategy is supported by which HR practice? a. Employee training b. Flexible work schedules c. Wellness program d. Family-oriented corporate culture 8. Common HR metrics include ____________. a. profitability b. sales c. customer satisfaction d. cost per hire 9. The vice president of HR at a financial services company wants to take a more strategic approach to HR by focusing on a key metric that can be used to show the value created by employees. Which metric should he use in this situation? a. Profit per employee b. Turnover rate c. HR expense factor d. Employee labor costs 10. The president of a major retailer wants to take a more strategic approach to HR by focusing on a key metric that can be used to show the degree of leverage of human capital. Considering the methods we have reviewed in this chapter, which method would be most appropriate? a. Profit per employee b. Employee engagement c. Employee turnover d. HR expense factor 11. The president of a computer manufacturer wants to take a more strategic approach to HR by focusing on a key metric that can be used to show the return on human investments relative to productivity and profitability. Which metric should she use in this situation? a. Turnover rate b. Human capital ROI c. Human capital value added d. HR expense factor 12. Which of the following would be an example of an appropriate HR analytics issue to examine? a. Do specific employee benefit programs impact employee productivity and retention? b. What is the sales growth for the company for the last 5 years? c. What is the customer satisfaction rate for the last 3 years? d. What is the defect rate of the products the company manufactures?
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13. The factors that influence an organization's investment orientation include _______. a. management values b. attitudes toward risk c. utilitarianism d. All of these are correct. 14. Based on the HR Value Chain, the order of factors in the chain occurs in which order? a. employee outcomes, operational outcomes, financial/accounting outcomes, market-based outcomes b. financial/accounting outcomes, market-based outcomes, operational outcomes, employee outcomes c. market-based outcomes, operational outcomes, employee outcomes, financial/accounting outcomes d. operational outcomes, financial/accounting outcomes, market-based outcomes, employee outcomes 15. The HR function at Google is highly effective because it uses a(n) __________ approach. a. investment-focused b. customer-focused c. data-driven d. sustainability-driven
PAGE 1 (First Page) PAGE 1 (Subsequent Pages) ANSWER KEY e961a01a-3d26-44de-9a46-5c078e7250f4
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CHAPTER 2
(Subsequent Pages) 1. In terms of compliance with EEO laws, which of the following is true? a. The impetus is voluntary and internal b. The focus is on understanding c. Elements are usually limited to race, gender, ethnicity d. The key outcome is equality 2. In terms of managing diversity, which of the following is true? a. The focus is on productivity and compliance b. The impetus is mandatory, forced, external c. The company culture is fluid and adaptive d. The time frame is short-term, one shot 3. Global accounting and consulting firm PwC took what critical action in 2003 to support diversity in the company? a. It implemented a formal diversity training program. b. It hosted a major diversity conference. c. It implemented a formal affirmative action program. d. It created a chief diversity officer position. 4. Which of the following statements is true regarding generational diversity? a. The older workforce will stay in the workforce until a later age, but this will actually create jobs for younger workers. b. Information technology is being used to perform functions previously handled by middle managers. c. Baby busters have especially good opportunities for career advancement. d. Fifty percent of the U.S. population will be age 65 or older by the year 2030. 5. Which of the following statements is true regarding generational diversity? a. Generation X expects to be given more self-control, and they are less interested in job security. b. Generation Y brings an especially global and tolerant outlook to work. c. Generation Y is especially entrepreneurial. d. All of these are correct. 6. Which of the following is true regarding the leadership preferences of different generations of workers? a. Traditionalists prefer a positive mentor who is motivating in their leadership. b. Generation X prefers direct, competent, informal, flexible, supportive leadership. c. Baby Boomers prefer fair, consistent, and direct leadership. d. Generation Y prefers equality, democratic, personable, mission-focused leadership.
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7. Based on the Civil Rights Act of 1964, which of the following would be unlawful regarding the treatment of LGBT applicants or employees? a. Failing to hire an applicant because she is a transgender woman. b. Firing an employee because he/she is planning or has made a gender transition. c. Denying an employee promotion because he is gay or straight. d. All of these are correct. 8. Walgreen's took which action to demonstrate its commitment to hiring workers with disabilities? a. It redesigned all jobs at its corporate headquarters to accommodate workers with disabilities. b. It increased its presence at job fairs for disabled workers. c. It increased its training budget for workers with disabilities. d. It built a distribution facility that was specifically designed to employ workers with disabilities. 9. The lack of workforce diversity in leading firms in Silicon Valley is attributed to _________. a. the unappealing geographic location of these firms b. the emphasis on recruiting from elite universities that have diversity problems of their own c. the lack of tuition reimbursement as a benefit at these firms d. the high cost of living in this part of the country 10. You have been hired as a diversity consultant by the management team at a major telecommunications firm that wants to create affinity groups for various dimensions of diversity (e.g., race, gender, disabilities, LGBT) in the company. Management has expressed a strong desire that these affinity groups be successful and sustainable in the future. Given this, what would be a key recommendation you would offer management? a. Assign individual contributors as leaders of affinity groups. b. Make sure that the affinity groups are linked to the overall diversity strategy of the company and that they are not allowed to operate in isolation. c. Make sure that there are at least ten affinity groups. d. Assign first-line supervisors as leaders of affinity groups. 11. Individual dimensions of diversity include __________. a. employment status b. marital status c. experience d. All of these are correct. 12. You have been hired as an HR consultant by the CEO of a major hotel chain. In response to recent lawsuits against the company, senior management has decided that it wants to create and implement a formal ethics in business initiative. Part of this initiative involves creating a code of ethics for all members of the company. Based on this situation, what would you recommend to the CEO in terms of the types of statements that should be included in the code of ethics? a. There should be a statement about the ethical use of company assets. b. There should be a statement about the organization's relationship with the environment. c. There should be a statement about how employees are to be treated. d. All of these are correct.
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13. Which of the following statements is true regarding business ethics in organizations? a. The Sarbanes-Oxley Act of 2002 discourages workers from reporting incidents of unethical behavior in organizations. b. A company's ethics training programs should be kept separate from its mission and overall strategy. c. History has shown that the majority of organizations undertake ethics awareness and training initiatives to create a more positive environment for workers. d. Ethics training programs should be mandatory for all employees. 14. A positive link between environmental and economic performance for organizations is more likely for differentiating products when __________. a. there is no additional cost to the product features that reflect a concern for the environment b. there is credible information about the environmental features of the product c. there are no barriers to other firms offering a product with the same environment-friendly features d. the product features are enhanced in terms of general functionality, but they do not reflect a concern for the environment 15. The Global Reporting Initiatives that pertain to Human Resource Management include _________. a. total workforce by employment type, employment contract, and region b. average hours of training per year per employee c. coverage of the organization's defined benefit plan obligations d. All of these are correct.
PAGE 1 (First Page) PAGE 1 (Subsequent Pages) ANSWER KEY 59eba642-51bf-4ce1-aed2-befe46a102d2
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CHAPTER 3
(Subsequent Pages) 1. Which of the following statements is (are) true regarding the industrial organization model of strategy? a. Research supports both the industrial organization and resource-based models of strategy. b. It argues that the primary determinant of an organization's strategy should be its external environment. c. It sees the external environment as providing opportunities and threats to an organization. d. All of these are correct. 2. Which of the following statements is (are) true regarding the resource-based model of strategy? a. It argues that the primary determinant of an organization's strategy should be its external environment. b. It says that organizations achieve competitive advantage when they acquire resources and they create value. c. Research supports this model over the industrial organization model of strategy. d. All of these are correct. 3. Sarasota Memorial Hospital is able to motivate, engage, and retain its employees based on its strategic plan that emphasizes __________. a. diversity and inclusion b. the five pillars of excellence c. employee empowerment d. fun and family orientation 4. The first step in the strategic management process focuses on addressing which factor? a. Goals and objectives b. Environmental analysis c. Mission statement d. Organization self-assessment 5. The environmental analysis part of the strategic management process involves looking at _________. a. regulations b. technology c. market trends d. All of these are correct. 6. The management systems that are analyzed as part of the organizational self-assessment phase of the strategic management process include __________. a. mission statement b. economic Trends c. regulations d. culture
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7. The role of HR in supporting step 1, understanding the planning legacy, of the strategic planning process is to _________. a. ensure that all performance measures are clearly understood in the organization b. conduct research regarding what has been done regarding the planning process in the past c. determine what resources exist in the organization versus what resources need to be acquired from outside the organization d. develop plans and programs to enhance employee engagement and commitment 8. The role of HR in supporting step 5, develop alternative performance options, of the strategic planning process is to _________. a. ensure that all performance measures are clearly understood in the organization b. determine what resources exist in the organization versus what resources need to be acquired from outside the organization c. conduct research regarding what has been done regarding the planning process in the past d. develop plans and programs to enhance employee engagement and commitment 9. The role of HR in supporting step 6, measuring progress, of the strategic planning process is to _________. a. determine what resources exist in the organization versus what resources need to be acquired from outside the organization b. develop plans and programs to enhance employee engagement and commitment c. conduct research regarding what has been done regarding the planning process in the past d. ensure that all performance measures are clearly understood in the organization 10. The role of HR in supporting step 7, deploying the strategic plan, of the strategic planning process is to _________. a. conduct research regarding what has been done regarding the planning process in the past b. develop plans and programs to enhance employee engagement and commitment c. determine what resources exist in the organization versus what resources need to be acquired from outside the organization d. ensure that all performance measures are clearly understood in the organization 11. The HR challenges of merging dissimilar HR systems from different organizations and the dismissal of employees are associated with which corporate strategy? a. Stability b. External growth c. Retrenchment/turnaround d. Internal growth 12. The HR challenge of not being able to provide employees with many opportunities is associated with which corporate strategy? a. External growth b. Differentiation c. Stability d. Internal growth 13. The HR challenge of cost cutting targeted at payroll expenses is associated with which corporate strategy? a. Retrenchment b. Internal growth c. External growth d. Differentiation https://cnow.apps.ng.cengage.com/ilrn/bca/instr/test-printing/812921494/html-print?sel=812921494
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