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A leading IT firm experiences a major exodus of production employees department to a rival firm.The firm uses a tool that tracks such movements,which is part of the human resource information system (HRIS) .Which of the following tools will help the firm track such data?


A) Expert system
B) Cloud computing database
C) Decision support system
D) HR dashboard
E) Judge-advisor system

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

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A work team can be empowered by:


A) reducing the team's interaction with other department or teams.
B) keeping roles independent and separate from one another.
C) authorizing the team to make decisions traditionally made by managers.
D) confining the scope of work done by the team and its members.
E) assigning management of work schedules to the manager.

F) All of the above
G) None of the above

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One way to measure HRM effectiveness is 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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A condition underpinning any high-performance organization is that employees be fully engaged with their work.

A) True
B) False

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Compensation usually discourages high-performance organizations when it is linked in part to performance measures.

A) True
B) False

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An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees.

A) True
B) False

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In general,HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness.In this context,greater effectiveness means that:


A) the rate of employee turnover is considerably high.
B) the HR personnel use fewer and less-costly resources to perform its functions.
C) the average employee compensation in the organization is well above the prevailing market rate.
D) what the HR department does has a more beneficial effect on employees' and the organization's performance.
E) there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.

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

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What is a learning organization? What are its key features?

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A learning organization refers to an org...

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Identify the term that refers to the way in which an organization groups its people into useful divisions,departments,and reporting relationships.


A) Job structure
B) Organizational structure
C) Value chain
D) Corporate design
E) Relationship management

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

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Which of the following is an HRM practice that helps organizations achieve high performance?


A) Work is performed by individuals.
B) Organization discourages continuous learning.
C) Performance management system measures customer satisfaction and quality.
D) Pay systems primarily reward loyalty to the company.
E) Technology increases costs.

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

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Which of the following statements 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) None of the above
G) C) and E)

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A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.

A) True
B) False

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Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as:


A) continuous learning.
B) critical thinking.
C) innovation.
D) cognition.
E) groupthink.

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

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


A) Discipline system is conservative.
B) Organizations avoid monitoring employees' satisfaction.
C) Selection system is job related and legal.
D) Work design encourages rigidity.
E) Technology is used sparingly.

F) None of the above
G) B) and D)

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A manager wishes to test a range of assumptions on the availability of a certain skill in the labor market.He plans to enter different assumptions or data to check how the likely outcomes alter in accordance with the corresponding change in data.Which of the following is the most suitable system for such a purpose?


A) A decision support system
B) An expert system
C) An e-HRM system
D) A transactional processing system
E) A transitional matrix

F) None of the above
G) C) and D)

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Identify the correct statement regarding e-HRM.


A) Most administrative and information-gathering HRM activities can be part of e-HRM.
B) E-HRM is less economical than traditional HR systems.
C) E-HRM has adversely affected employee manageability.
D) The number of organizations actively engaged in e-HRM is steadily decreasing.
E) A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it.

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

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List the conditions that contribute to the formation of a high-performance work system.

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Certain conditions underlie the formatio...

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Tamara McKay,a manager at Ionic Consulting,believes that it is important for employees to feel a sense of satisfaction about their jobs.She feels that a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job.Harry,Tamara's coworker,argues that job satisfaction should not have an impact on the quality of work or productivity.Which of the following statements supports Tamara's belief?


A) Rewarding an employee for a job well done helps motivate the person to perform better in his or her job.
B) Salary and benefits should be considered more important than just a satisfying job that provides a small salary.
C) Employees have no interest in being recognized by management for a job well done.
D) Deadlines, when met, help create an environment where an employee is content with his or her job.
E) Employees engage actively in assigned work when there is a free flow of communication between the employer and employee.

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

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ThinkBig Inc.has been known for its excellent customer service since its start more than 40 years ago.The founder of the company believes that it is because of the dedicated efforts of his employees.The company boasts of carefully selected employees who,through various tests,are hired based on their skills and their ability to contribute to the organization.The organization has benefited greatly because of its process of selecting employees,which,in turn,has resulted in customer loyalty to the services it provides.Rival companies have envied the type of selection methods the company has used to hire candidates.Which of the following would undermine the recruitment efforts of this company?


A) ThinkBig Inc. is not recognized as providing the best customer service.
B) Customers feel that there is no room for improvement in terms of service provided by ThinkBig Inc.
C) High performers in the company find it difficult to refer their friends to open vacancies in the company.
D) Other companies have adopted the same style of recruiting employees as ThinkBig Inc.
E) ThinkBig Inc. begins hiring employees without thoroughly assessing their skills and knowledge.

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

Correct Answer

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The use of HR analytics involves measuring a program's success in terms of whether it:


A) adopted a pro-innovation approach.
B) was perceived as effective by external stakeholders.
C) sustained the status quo.
D) delivered value in an economic sense.
E) enjoyed the support of trade unions.

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

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