Leadership and Human Resource Strategy
Exam Answer Key
Course Introduction
This course explores the intersection of leadership principles and human resource (HR) strategy, emphasizing how effective leadership can drive organizational success through strategic HR management. Students will examine theories of leadership, the role of leaders in shaping organizational culture, and the development and implementation of HR strategies that align with overall business objectives. The course covers topics such as talent acquisition and retention, performance management, succession planning, diversity and inclusion, and change management. Through case studies and practical applications, students learn how to leverage leadership skills to foster high-performing teams and create sustainable competitive advantages within organizations.
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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Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/74774
Sample Questions
Q1) Strategic intent is an intangible corporate goal.
A)True
B)False
Answer: False
Q2) What is a tangible corporate goal that represents a point of view about the competitive positions a company hopes to build over a decade?
A) strategic plan
B) strategic intent
C) strategic implementation
D) strategic formulation
Answer: D
Q3) In general,a restructuring strategy is one that deals with companies that are operating at a surplus and are typically described as "money-making."
A)True
B)False
Answer: False
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Page 3
Chapter 2: Aligning HR With Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Human resources management used to be called the personnel department.
A)True
B)False
Answer: False
Q2) In order to retain valuable employees,Google gave all its employees a 20 percent raise in 2010.
A)True
B)False
Answer: False
Q3) What percentage of payroll do Canadian organizations typically pay for fringe benefits for their employees?
A) 20 percent
B) 25 percent
C) 30 percent
D) 35 percent
Answer: C
Q4) A clearly written mission statement typically increases turnover.
A)True
B)False
Answer: False
Page 4
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Chapter 3: Environmental Influences on HRM
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81 Flashcards
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Sample Questions
Q1) WestJet Airlines studies the websites of other airlines for information about their strategic plans.What forecasting approach is the company using to obtain information about its competitors?
A) impact analysis
B) competitive intelligence
C) strategic indicators
D) competitive indicators
Answer: B
Q2) What is the most influential effect of technology on organizations and HRM?
A) enhanced automated services and access to information
B) increased use of contract employment
C) increased concerns about ethical practices
D) increased issues related to diversity management
Answer: A
Q3) Key issues for unions include job security,income security,working hours,and inflation protection.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The HR Forecasting Process
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76 Verified Questions
76 Flashcards
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Sample Questions
Q1) Which of the following is NOT a categorization of forecasting models according to the textbook?
A) time-series models
B) cause-and-effect models
C) judgmental models
D) prediction models
Q2) Which of the following is NOT related to attrition?
A) retirements
B) voluntary turnover
C) terminations
D) deaths
Q3) HR forecasting will determine the supply of human resources but not the demand.
A)True
B)False
Q4) What data would contribute to a more successful HR forecasting process?
A) qualitative and quantitative data
B) qualitative data
C) quantitative data
D) financial and numerical data
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Chapter 5: Determining HR Demand
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78 Flashcards
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Sample Questions
Q1) What is envelope/scenario forecasting? Describe some of its features.
Q2) In the Delphi technique,why do the experts NOT meet face-to-face?
A) They do not have the time.
B) They want to lower costs.
C) They worry about groupthink.
D) They lack communication expertise.
Q3) An organization wants to determine the total HR demand requirement for long-run time periods.What would be the best way to gather this information?
A) use staffing tables
B) use movement analysis
C) use impact analysis
D) use scenario forecasts
Q4) According to the textbook,when the Delphi technique was used to identify competencies for research chef,which of the following was NOT a topic for consideration?
A) factors that differentiate successful from unsuccessful research chefs
B) years of experience for successful and unsuccessful research chefs
C) skills and knowledge needed to be a successful research chef
D) tasks that differentiate a successful research chef from an ordinary chef
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Chapter 6: Ascertaining HR Supply
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92 Flashcards
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Sample Questions
Q1) When considering the issue of supplying personnel to meet organizational demand,what aspects must be considered?
A) current employees and individuals previously employed by the organization
B) internal HR supply and individuals who receive training for subsequent promotion
C) internal and external human resource sources
D) preferential consideration to the internal workforce through promotions and training
Q2) What is succession planning,and what are three of its benefits to organizations?
Q3) A renewal model can also be referred to as a probabilistic or stochastic model.
A)True
B)False
Q4) Which of the following is NOT typically a column found in a vacancy model chart?
A) annual losses
B) promotions to level
C) level inflows
D) internal hiring
Q5) Linear programming has similar assumptions to those in regression analysis.
A)True
B)False
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Chapter 7: Succession Management
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) Mentors are almost always more senior people who volunteer within an organization,while coaches are volunteers from outside the organization
A)True
B)False
Q2) Which technique is often used by organizations to test whether high-potential employees have management potential?
A) give them a special assignment
B) give them a greater workload
C) give them a training opportunity
D) give them a performance review
Q3) What does the succession management process link with replacement planning?
A) business continuity
B) management retention
C) management development
D) changing environmental demands
Q4) A succession management approach should track not only on internal candidates but also external candidates.Discuss the advantages and disadvantages of internal and external candidates? Which method is preferred?
Q5) What are the five steps in the succession management process?
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Chapter 8: Information Technology for HR Planning
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) What are the most common IT implementation pitfalls?
Q2) One example of time and attendance software that tracks days,hours,overtime,and vacation balances is offered by SIPC.
A)True
B)False
Q3) Compared to a paper-based HR system,what can users of an IT system do better?
A) project demand/supply
B) support succession planning
C) prepare strategies
D) retrieve data
Q4) If a company is conducting a needs analysis to assist its IT selection for HRM,it will respond to numerous questions.According to the textbook,which question is most likely to be posed by the company?
A) Is the HR department spending enough time on manual processing?
B) Are there too many data security risks involved with IT processing?
C) Are we managing our human capital as a current asset?
D) Are we maintaining too much redundant information?
Q5) A scripted demo demonstrates to vendors what the company needs.
A)True
B)False
Page 10
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Chapter 9: Change Management New
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) Which element of a learning organization helps individual workers' knowledge structures to navigate the information in their work environment?
A) personal mastery
B) mental models
C) shared vision
D) systems thinking
Q2) Personal mastery learning is an attempt to solve a problem using a single strategy.
A)True
B)False
Q3) Change occurs as a form of adaptation and as a result of learning,and so the most important attributes that an organization can develop in order to promote emergent change are those of a learning organization.Define organizational learning and the five elements it comprises.
Q4) What is the purpose of force-field analysis in the change management process?
Q5) An open system refers to how organizational internal subsystems interact with one another.
A)True
B)False
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) According to the textbook,what is the least commonly used restructuring and organizational change tactic?
A) across-the-board cuts
B) eliminating tasks
C) contracting out
D) use of part-time employees
Q2) What is another term that experienced downsizers might use to describe a workforce reduction or realignment?
A) reinventing
B) reorganizing
C) redistributing
D) revectoring
Q3) Many organizations are reactive to downsizing instead of proactive.
A)True
B)False
Q4) Inplacement provides a program of counselling and job search assistance for workers who have been terminated.
A)True
B)False
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Chapter 11: Strategic International HRM
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73 Verified Questions
73 Flashcards
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Sample Questions
Q1) What was the major finding that the 2011 Global Relocation Trends Survey reported?
A) There is an increasing wage gap between home-country and third-country nationals.
B) Reverse culture shock upon repatriation leads to several serious consequences for the employee and organization.
C) Most companies do not have repatriation strategies linked to career management and retention.
D) Many global managers are remaining as international employees for the duration of their careers.
Q2) Discuss three factors that enhance cross-cultural adjustment.
Q3) Which dimension of cross-cultural competencies refers to the ability to substitute sources of reinforcement when necessary and deal with alienation and isolation?
A) relationship competencies
B) self-maintenance competencies
C) perceptual competencies
D) stress management competencies
Q4) What are three of the key challenges facing strategic international HRM?
Q5) What is repatriation? What are some of the issues facing repatriates?
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13
Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Early on in a merger,company executives and HR planners have to decide if one culture will be grafted onto that of the other,or if the two will merge to create a third culture.According to researchers,four options are open to organizations involved in M&As.Discuss these four options.
Q2) Merging two workplace cultures is difficult.What is it called when two company partners co-exist?
A) cultural pluralism
B) cultural integration
C) cultural assimilation
D) cultural transformation
Q3) Within what timeframe should the majority of anticipated synergies be captured and identified to ensure the success of the merger?
A) within the first quarter
B) within the first year
C) within two years
D) within five years
Q4) What is a merger? Identify and describe three different types of mergers.
Q5) Identify and describe three HRM impacts that occur as a result of mergers and acquisitions.
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Chapter 13: Outsourcing
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) What can a company do to reduce the risk of an outsourcing company entering the market and becoming a competitor?
A) outsource non-core work
B) erect strategic blocks
C) establish trust
D) monitor the outsource arrangement
Q2) Which of the following outsourcing functions carries a potential risk of information being leaked?
A) payroll and benefits
B) software development
C) recruitment
D) pension administration
Q3) Which organizational activity performs better than outsourcing with respect to cost savings?
A) management by objectives
B) balanced scorecard
C) re-engineering
D) continuous improvement
Q4) List and briefly explain three risks associated with outsourcing.
Q5) Describe three activities that organizations are most likely to outsource.
Page 15
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Chapter 14: Hr Assessment and Analytics
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66 Flashcards
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Sample Questions
Q1) The 5C model of HRM impact includes five areas for evaluating HRM: compliance,client satisfaction,culture management,cost control,and commitment.
A)True
B)False
Q2) Which of the following is NOT related to the Sarbanes-Oxley requirements?
A) executive compensation
B) pension plans
C) employee benefits
D) whistleblower protection
Q3) There are three typical measures for efficiency: time,quality,and cost.
A)True
B)False
Q4) What are two types of evidence that Enbridge Gas Distribution measures to determine overall customer satisfaction?
A) employee turnover and "presenteeism"
B) employee commitment and engagement
C) employee innovation and advocacy
D) employee satisfaction and work-life balance
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