HR Strategy and Policy Study Guide Questions
Course Introduction
This course explores the development and implementation of human resource strategies and policies that align with organizational goals and objectives. Students will examine the role of HR in shaping organizational culture, driving performance, and ensuring legal and ethical compliance. Key topics include workforce planning, talent management, performance appraisal systems, compensation policy, labor relations, and the integration of HR strategy with overall business strategy. Through case studies and real-world scenarios, students will learn how to create, evaluate, and adapt HR policies to meet changing organizational needs and external market pressures.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Salad-O is a fast food outlet located in a shopping mall that tries to compete with Greens-Away by offering gourmet salad dressings.Which of Porter's competitive strategies is Salad-O applying?
A) low-cost provider
B) broad differentiation
C) market niche with lower cost
D) market niche with differentiation
Answer: B
Q2) Which strategy is synonymous with logical incrementalism?
A) intended
B) emergent
C) discarded
D) realized
Answer: B
Q3) What type of strategy changes incrementally due to environmental changes?
A) intended
B) discarded
C) realized
D) emergent
Answer: D
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Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) In many ways,HR strategy generates the business strategy,and business strategy determines the HR strategy.What is the concept that describes this relationship?
A) reciprocal strategy
B) reciprocal partnerships
C) reciprocal dependence
D) reciprocal interdependence
Answer: D
Q2) Which of the following is NOT a risk associated with strategic HR planning?
A) losses in productivity
B) overconcern with employees' reactions
C) impossible commitments to employees
D) information overload
Answer: A
Q3) "Human capital" refers to the collective sum of the attributes,experience,knowledge,and commitment that employees choose to invest in their work.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) The baby boomers are the most important demographic factor that should be monitored by HR professionals.
A)True
B)False
Answer: False
Q2) According to the text,what are some of the major HR trends that were difficult to forecast more than twenty years ago?
A) e-learning,online recruitment,and technology
B) mandatory retirement,localization,and ethics
C) brain drain,diversity,and work-life balance
D) downsizing,outsourcing,and telecommuting
Answer: D
Q3) Emerging economies such as China and India have many workers who are willing to work longer hours for less pay than workers in developed countries such as Canada.
A)True
B)False
Answer: True
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Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) Which of the following is used by companies to minimize the negative impact on individuals during downsizing?
A) flextime
B) job sharing
C) laying off employees equitably based on performance
D) outsourcing
Q2) What type of forecasting focuses on tracking instituted by an organization's managers?
A) event-based
B) process-based
C) external-based
D) transaction-based
Q3) What is the first element an organization needs to consider in deriving its external supply calculation for HR forecasting?
A) to meet its replacement needs
B) to consider the change component
C) to predict attrition and retirements
D) to forecast HR demand accurately
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6
Chapter 5: Determining HR Demand
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Sample Questions
Q1) If there are several dependent variables,then the regression is referred to as multivariate regression analysis.
A)True
B)False
Q2) According to the textbook,typical estimates for scenario forecasting are organized into optimistic,realistic,and pessimistic scenarios.
A)True
B)False
Q3) An organization wants to use a qualitative demand forecasting method.Which of the following is a qualitative method?
A) trend analysis
B) nominal group technique
C) HR budget
D) staffing table
Q4) In a simple regression prediction model,what does B represent?
A) dependent variable
B) constant or intercept
C) slope of the linear relationship between X and Y
D) independent variable
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Linear programming is a complex mathematical procedure commonly used for project analysis in engineering and business applications.
A)True
B)False
Q2) Which of the following is NOT a risk that would be managed by HR professionals when considering succession management?
A) transition risk
B) vacancy risk
C) assumed risk
D) readiness risk
Q3) With demographic trends predicting even greater shortages in the market supply due to retiring baby boom generation workers,what HR supply analysis method is now assuming much greater importance?
A) staffing inventories
B) HRMS database
C) succession planning
D) movement analysis
Q4) What is succession planning,and what are three of its benefits to organizations?
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Chapter 7: Succession Management
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Sample Questions
Q1) Which of the following development method tests high-potential employees by giving them an assignment in addition to their regular duties?
A) formal experience
B) job rotation
C) mentoring
D) action learning
Q2) What is the difference between succession management and replacement planning?
Q3) Describe how replacement planning has evolved into succession management.
Q4) According to the textbook,why do some CEOs develop a talent management culture?
A) to develop talent at the top where it is most needed
B) to develop talent at all levels of an organization
C) to develop talent branding more than company branding
D) to develop talent in-house before competitors do
Q5) What are two motivational benefits of job rotation?
A) opportunity for advancement and training
B) job satisfaction and job enlargement
C) feeling appreciated and valued
D) reduction of boredom and fatigue
Q6) What are the five steps in the succession management process?
Q7) Why is succession management so important in today's workplace? Page 9
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Page 10
Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) Organizations adopt a process- or a technology-driven approach to HR technology implementation.
A)True
B)False
Q2) After conducting a needs analysis,what would be the next step an organization would want to take when selecting its technology solutions for workforce planning?
A) issue a request for proposal
B) explore the market place
C) evaluate vendors and products
D) ensure data security
Q3) Workforce analytics applications address the challenge of getting business intelligence for operational decision making.
A)True
B)False
Q4) Transactional activities,such as employee benefits and payroll management,can be outsourced to an outside company.
A)True
B)False
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Chapter 9: Change Management New
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Sample Questions
Q1) Describe John Kotter's eight-step model of change.
Q2) Organizational learning is an approach to learning that applies double-loop learning and an attempt to understand how the entire system may be affected by change.
A)True
B)False
Q3) Which of the following pairs of elements defines a learning organization?
A) action learning and mental models
B) shared vision and personal mastery
C) team learning and organizational learning
D) systems thinking and psychological safety
Q4) Mental model is the understanding of one's purpose and the development of a personal vision.
A)True
B)False
Q5) In organizational settings,single-loop learning involves questioning the extent to which the strategy itself and the systems and structures that implement the strategy support the underlying purpose of the organization.
A)True
B)False
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) What is one challenge that managers must confront when managing in times of uncertainty and potential downsizing?
A) focusing on the short term
B) paying attention to middle management
C) controlling the rumour mill
D) taking charge and minimizing involvement
Q2) Which of the following is a medium-term cost adjustment that an organization could consider to reduce costs?
A) exit incentives
B) hiring freeze
C) mandatory vacation
D) reduced overtime
Q3) What type of justice focuses on the interpersonal treatment employees receive during the implementation of the downsizing decision?
A) procedural justice
B) interactional justice
C) distributive justice
D) manipulative justice
Q4) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Trainability refers to an individual's ability to acquire certain skills to a desired level of performance.
A)True
B)False
Q2) A multinational strategy concentrates on the development of foreign markets by selling to foreign nationals.
A)True
B)False
Q3) What is cross-cultural training ("CCT")? What are the benefits of CCT? What are the five steps that must be planned and implemented to ensure successful training?
Q4) What type of strategy concentrates on the development of foreign markets by selling to foreign nationals?
A) multidomestic
B) domestic
C) multinational
D) global
Q5) Identify and briefly explain the three different approaches to SIHRM.
Q6) What is repatriation? What are some of the issues facing repatriates?
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) What are three motives for a company to decide to merge?
A) financial benefits,management needs,and increased resources
B) strategic benefits,management needs,and increased resources
C) strategic benefits,financial benefits,and management needs
D) CEO desires,cost savings,and resource benefits
Q2) "White knights" refers to a situation in which key players have the right to purchase shares at a huge discount,which makes takeovers extremely expensive.
A)True
B)False
Q3) Culture can be likened to the social glue that binds individuals together in an organization.
A)True
B)False
Q4) According to researcher F.R.David (Strategic Management: Concepts and Cases,12th edition,2009,page 169)what are five of the main reasons for the failure of mergers and acquisitions?
Q5) List two major results of the research surrounding success rates of mergers and acquisitions.
Q6) What is a merger? Identify and describe three different types of mergers.
Page 15
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Chapter 13: Outsourcing
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Sample Questions
Q1) Define outsourcing.
Q2) The two most frequent causes of outsourcing problems are poor service definition and cost overruns.
A)True
B)False
Q3) Describe three advantages for small businesses to outsource their HR functions.
Q4) What was the public relations consequence for a catering company that had been outsourced by British Airways when 70 000 passengers were stranded at Heathrow Airport in the U.K.?
A) brand image damage
B) bankruptcy
C) no known consequences
D) decreased business
Q5) What are some considerations in managing an outsourced service or program? Describe two in detail.
Q6) According to the textbook,in 2010,approximately 50 percent of all large Canadian companies outsourced some HR services.
A)True
B)False
Page 16
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) A balanced scorecard is a measure that can enhance organizational performance by establishing standards against which processes,products,and performance can be compared and improved
A)True
B)False
Q2) Which of the following is NOT an approach to measuring HRM practices?
A) activity-based measures
B) costing measures
C) client satisfaction
D) balanced scorecard
Q3) What is one benefit of benchmarking?
A) It motivates employees to take performance to a higher standard.
B) It stimulates a subjective review of processes,practices,and systems.
C) It provides subjective comparative data with best-in-class organizations.
D) It raises questions and stimulates discussion about better ways of strategizing.
Q4) Corporate scorekeeping allows organizations to make a plan that fits organizational strategy.
A)True B)False
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