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The HR department of Laser Line identifies the per capita requirement costs in its annual audit. It also calculates the average number of days taken to fill open positions at the firm. The data gathered were used as business indicators in the audit. The business indicators are most likely to measure the performance of the ________ activity of Laser Line.


A) training
B) employee appraisal
C) employee development
D) compensation
E) staffing

F) A) and D)
G) B) and D)

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A number of techniques are available for measuring HRM's effectiveness in meeting its customers' needs depending on the situation. These techniques include reviewing a set of key indicators, measuring the outcomes of ________, and measuring the economic value of HRM programs.


A) training results
B) committed employees
C) goals
D) specific HRM activities
E) predicted successes

F) C) and D)
G) A) and B)

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Discuss how recruitment and selection practices contribute to high performance in an organization.

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At a high-performance organization, recr...

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Ron, the vice president of HR at Masters Inc., claims that the department's effectiveness has improved since it implemented the use of an HR dashboard. What capabilities of an HR dashboard best explain this improvement?


A) The HR dashboard eliminated the need for relational databases.
B) The HR dashboard is used by all the employees.
C) The HR dashboard provides an easy-to-scan review of HR performance on a companywide basis.
D) The HR dashboard supplies human resource information to managers in their cars.
E) The HR dashboard performs computations of routine HR practices.

F) C) and E)
G) A) and B)

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Which statement is true of an organizational structure in a high-performance work system?


A) It promotes high employee turnover.
B) It promotes cooperation and learning.
C) It discourages competition.
D) It helps the organization select the right people with the required qualifications.
E) It encourages people to strive for objectives that support the organization's overall goals.

F) A) and D)
G) B) and E)

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Giebel United is a new firm located in Indianapolis. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Giebel United is creating a(n)


A) information system.
B) task-design procedure.
C) reward system.
D) organizational structure.
E) staffing solution.

F) B) and C)
G) A) and D)

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Which statement is true about the outcomes of high-performance work systems?


A) The outcomes of high-performance work systems include high employee turnover.
B) Sales revenues increase the outcomes of high-performance work systems.
C) Clients are the main force that drives the outcomes of a high-performance work system.
D) The outcomes of each employee contribute to a system's overall high performance.
E) Incentives provided to each employee play a big part in contributing to outcomes.

F) All of the above
G) C) and E)

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Which statement is true of high-performance work systems?


A) Creating a high-performance work system is akin to using traditional management practices.
B) To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another.
C) To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.
D) A high-performance work system usually excludes reward systems.
E) Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

F) B) and E)
G) A) and B)

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Which element of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities?


A) information systems
B) reward systems
C) performance
D) organizational structure
E) task design

F) All of the above
G) B) and E)

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Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology, organization structure, and human resources as unrelated.

A) True
B) False

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Lee, the CEO of Opal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100 percent effort into their daily work. He adds that in every quarter the company meets its sales targets, employees will receive a $500 bonus. In this scenario, Lee's actions are most likely to improve


A) critical thinking.
B) continuous learning.
C) ethical behavior.
D) employee engagement.
E) information systems.

F) B) and D)
G) B) and C)

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The HR department at ZET Resources is having a tough time documenting its hiring decisions. In addition, irregularities were uncovered when reviewing the offers made to job candidates during the previous year. As a solution to these issues, the human resource manager proposes that all activities related to employee selection be documented thoroughly with the help of computers. In this scenario, the manager proposes using


A) transformational processing.
B) expert systems.
C) decision support systems.
D) micro processing.
E) transaction processing.

F) A) and B)
G) A) and C)

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Job design aimed at empowerment


A) is complex.
B) limits flexibility.
C) includes access to resources.
D) increases employee turnover.
E) includes a rigid pay structure.

F) A) and C)
G) C) and E)

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How does a high-performance system differ from traditional management practices?

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In the past, decisions about technology,...

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Identify the HRM practice that can assist firms in becoming a high-performance organization.


A) a conservative discipline system
B) avoiding monitoring employees' satisfaction
C) a job-related and legal selection system
D) a work design encouraging rigidity
E) using technology sparingly

F) A) and B)
G) B) and E)

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BigFive Inc. has been known for its excellent customer service since its start more than 40 years ago. The company carefully selects employees based on their combination of skills and commitment to the company's values of service and quality. How does BigFive's selection process contribute to the company's high performance?


A) BigFive focuses on outcomes that can be defined in specific terms.
B) BigFive can benefit from the use of teamwork and employee empowerment.
C) BigFive's selection process avoids the use of psychological testing.
D) BigFive's employees have more technical skills than competitors' employees have.
E) BigFive's employees not only know how to do their work but also are enthusiastic and committed.

F) B) and D)
G) D) and E)

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Which HRM practice helps organizations achieve high performance?


A) work performed by individuals
B) an organization discouraging continuous learning
C) a performance management system measuring customer satisfaction and quality
D) pay systems primarily rewarding loyalty to the company
E) technology which increases costs

F) D) and E)
G) B) and E)

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Which of the following would most likely aid in the formation of a high-performance work system?


A) employees' rewards and compensation that relate to the company's financial performance
B) work design that allows employees to use a single skill
C) technology that is used to discourage flexibility
D) employees that receive little formal performance feedback
E) training that is discouraged because of increasing costs

F) D) and E)
G) A) and B)

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One way to measure HRM effectiveness is to use HR analytics to measure a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.

A) True
B) False

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Measures of employees' performance should take the effects of situational constraints into account.

A) True
B) False

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