HRM MODULE 2

Question 1

can be viewed as a set of coordinated choices and actions.

Answer 1

STRATEGY

Question 2

two types of strategy

Answer 2

COMPETITIVE BUSINES STARTEGY AND HUMAN RESOURCE STRATEGY

Question 3

focuses on choices and actions about how to serve the needs of customers

Answer 3

COMPETITIVE BUSINESS STRATEGY

Question 4

focuses on choice and actions concerning the management of people within the organization

Answer 4

HUMAN RESOURCE STRATEGY

Question 5

3 STEPS OF STARTEGY FORMULATION PROCESS

Answer 5

1. GATHER INFORMATION
2. ANALYZE INFORMATION AND MAKE DECISION
3. IMPLEMENT THE DECISION

Question 6

when scanning its external and internal environment, what method to look at

Answer 6

SWOT

Question 7

strategy formation begins with information gathering?

Answer 7

true

Question 8

4 steps of effective decision making

Answer 8

1. BUILD COLLECTIVE INTUITION
2. STIMULATE CONFLICT
3. MAINTAIN APPROPRIATE PACE
4. DIFFUSE POLITICS

Question 9

what are the two strategies pursued at the business level?

Answer 9

COST LEADERSHIP STRATEGY AND DIFFERENTIATION STRATEGIES

Question 10

seek to become low-cost producers of goods and services. their goal is to develop efficient production methods that enable them to sell at a lower price than competitors.

Answer 10

COST LEADERSHIP STRATEGY

Question 11

seek to produce goods and services that are somehow superior to the goods and services provided by competitors. their goal is to create unique value for which customers are willing to pay a higher price.

Answer 11

DIFFERENTIATION STRATEGY

Question 12

what are the two basic approaches to human resource strategy?

Answer 12

UNIVERSALISTIC APPROACH AND CONTINGENCY APPROACH

Question 13

seek to identify a set of human resource practices that is beneficial for all organizations.

Answer 13

UNIVERSALISTICS APPROACH

Question 14

it also helps ensure that employees have the training and freedom to pursue important job tasks.

Answer 14

UNIVERSALISTICS APPROACH

Question 15

seek to align human resource practices with competitive business strategies,

Answer 15

CONTINGENCY APPROACH

Question 16

this approach focuses on cost leadership versus in differentiation

Answer 16

CONTINGENCY APPROACH

Question 17

internal labor orientation seeks long-term relationships with employees, while organizations with an external labor orientation seek flexibility and do not make long-term commitments to employees.

Answer 17

CONTINGENCY APPROACH

Question 18

START HR differences

emphasis on group contribution

Answer 18

cost strat

Question 19

focus on improving processes

Answer 19

cost start

Question 20

development of general employee skills

Answer 20

cost strat

Question 21

cooperation among employees

Answer 21

cost strat

Question 22

efficiency culture

Answer 22

cost strat

Question 23

clearly prescribed tasks

Answer 23

cost strat

Question 24

rules and procedures that standarize work

Answer 24

cost strat

Question 25

emphasis on individual contribution

Answer 25

differentiation strat

Question 26

focus on outcomes and results

Answer 26

differentiation strat

Question 27

development of specific employee skills

Answer 27

differentiation strat

Question 28

moderate competition among employees

Answer 28

differentiation strat

Question 29

innovation culture

Answer 29

differentiation strat

Question 30

flexible task assignments

Answer 30

dfferentiation strat

Question 31

few rules and procedures; exceptions to rules allowed

Answer 31

differentiation strat

Question 32

four human resource strategies commonly used by orgs

Answer 32

1. LOYAL SOLDIER 2. BARGAIN LABORER 3. COMMITED EXPERT 4. FREE AGENT

Question 33

external/cost HR strat emphasis on efficiency pattern of buying talent

Answer 33

BARGAIN LABORER

Question 34

external/differentiation HR strat emphasis on distinctiveness pattern of buying talent

Answer 34

FREE AGENT

Question 35

internal/cost HR strat emphasis on efficiency pattern of making talent

Answer 35

LOYAL SOLDIER

Question 36

internal/differentiation HR strat emphasis on distinctiveness pattern of making talent

Answer 36

COMMITTED EXPERT

Question 37

org with this strategy design work so that employees have broad roles and perform a variety of different tasks.

Answer 37

LOYAL SOLDIER

Question 38

efforts are made to satisfy the needs of employees and build a strong bond that reduce the likelihood of employee turnover.

Answer 38

LOYAL SOLDIER

Question 39

frequently help build feelings of unity.

Answer 39

UNIONS

Question 40

the emphasis of this strategy is obtaining employees who do not demand high wages.

Answer 40

BARGAIN LABORER

Question 41

orgs with this HR strat don't provide careers with clear paths for promotion and advancement.

Answer 41

BARGAIN LABORER

Question 41

orgs with this HR strat don't provide careers with clear paths for promotion and advancement.

Answer 41

BARGAIN LABORER

Question 42

people are recruited and hired to perform simple tasks that do not require clearly developed skills.

Answer 42

BARGAIN LABORER

Question 43

performance appraisal focuses on day-to-day feedback and rarely incorporates formal measures. the lack of consistency among employees tend to make unions somewhere rare.

Answer 43

BARGAIN LABORER

Question 44

primary objective of this strategy is to hire and retain employees who specialize in performing certain tasks.

Answer 44

COMMITTED EXPERT

Question 45

these orgs hire people early in thier careers and train them to be experts in specific fields, such as accounting or sales.

Answer 45

COMMITTED EXPERTS

Question 46

performance appraisals are designed to balance cooperation and competition among employees

Answer 46

COMMITTED EXPERT

Question 47

employees receive long-term training that helps them develop strong expertise. compensation is relatively high and usually includes a good benefits package that ties employees to the orgs.

Answer 47

COMMITTED EXPERT

Question 48

the main emphasis associated with this strategy is hiring people who have critical skills but who are not necessarily expected to remain with the org for a long period of time.

Answer 48

FREE AGENT

Question 49

work is designed so that employees have extensive responsibility within specific areas and substantial freedom to decide how to go about their work.

Answer 49

FREE AGENT

Question 50

people are recruited because they already have the skills and experience that they need to perform specific jobs.

Answer 50

FREE AGENT

Question 51

they are not led to expect long-term careers in the org. higher-level positions are frequently given to people from outside the org.

Answer 51

FREE AGENT

Question 52

emphasis is on hiring people who have critical skills but are not expected to remain with the org. performance appraisal focuses on outcomes and results. training is rare.

Answer 52

FREE AGENT

Question 53

short-term compensation is high. pay is linked to individual performance. benefits and long-term compensation are avoided. unions are rare.

Answer 53

FREE AGENT

Question 54

ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f research suggests that orgs with a cost leadership competitive strat excel when they follow a Loyal Soldier HR strat

Answer 54

true

Question 55

ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f org with a differentiation competitive start excel when they use a Committed Expert strat

Answer 55

true

Question 56

ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f differentiation competitive strat excel when they use a Loyal Soldier HR strat.

Answer 56

false

Question 57

ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f differentiation competitive strat excel when they use a Loyal Soldier HR strat.

Answer 57

false

Question 58

is a set of behavior characteristic of a person in a particular setting

Answer 58

ROLE

Question 59

their focus on cost does not allow them to develop features that are truly exceptional

Answer 59

COMBINATION STRAT