L2

Question 1

In the past, human resource management (HRM) was called
the _____

Answer 1

personnel department

Question 2

More recently, however, the personnel department has divided
into _____ and_____ , as these functions have evolved over the
century.

Answer 2

human resource management
human resource
development

Question 3

____ is not only crucial to an organization’s success, but it
should be part of the overall company’s strategic plan,
because so many businesses today depend on people to earn
profits.

Answer 3

HRM

Question 4

_____ plays an important role in how
productive the organization is.

Answer 4

Strategic planning

Question 5

Administering of
policies

Answer 5

Personnel
Management
Focus

Question 6

Helping to
achieve strategic
goals
through people

Answer 6

HRM Focus

Question 7

Stand-alone
programs,
such as training

Answer 7

Personnel
Management
Focus

Question 8

HRM training
programs that are
integrated with
company’s mission
and values

Answer 8

HRM Focus

Question 9

Personnel
department
responsible for
managing people

Answer 9

Personnel
Management
Focus

Question 10

Line managers
share joint
responsibility in all
areas of people
hiring and
management

Answer 10

HRM Focus

Question 11

Creates a cost
within an
organization

Answer 11

Personnel
Management
Focus

Question 12

Contributes to
the profit
objectives of
the organization

Answer 12

HRM Focus

Question 13

While ______
mostly involved activities
surrounding the hiring
process and legal compliance,
human resources involves much
more, including
strategic planning,

Answer 13

personnel management

Question 14

_______ is
an elaborate and systematic
plan of action developed by a
human resource department.

Answer 14

Human resource strategy

Question 15

______ now understand that the
human side of the business is the most
important asset in any business
(especially in this global economy),
and therefore HR has much more
importance than it did twenty years
ago.

Answer 15

Companies

Question 16

Examples of
the Dynamic
External Environment
of HRM

Answer 16

Labor market
changes
Customers
Shareholders
Technology
Economic
Society

Question 17

The Ulrich Model (Common
view of the role of HRM)

Answer 17

Strategic partner
Change agent
Administrative expert and functional expert.
Human capital developer.
Employee advocate

Question 18

Partnership with the entire organization to ensure
alignment of the HR function with the needs of the organization.

Answer 18

Strategic partner

Question 19

The skill to anticipate and respond to change within
the HR function, but as a company as a whole.

Answer 19

Change agent

Question 20

The ability to
understand and implement policies, procedures, and processes that
relate to the HR strategic plan.

Answer 20

Administrative expert and functional expert.

Question 21

Means to develop talent that is projected
to be needed in the future.

Answer 21

Human capital developer

Question 22

Works for employees currently within the
organization

Answer 22

Employee advocate

Question 23

The Ulrich Model (Common
view of the role of HRM)
According to ___, 4 implementation of this model must happen with an
understanding of the overall company _____, ______, _____,
and _____.

Answer 23

Ulrich
objectives, problems, challenges, opportunities

Question 24

the HR professional must understand
the dynamic nature of the _____ , such as changes in labor
markets, company culture and values, customers, shareholders, and the
economy. O

Answer 24

HRM environment

Question 25

Once this occurs, HR can determine how best to meet the ___ of the organization within these five main areas.

Answer 25

needs

Question 26

HRM as a Strategic Component of the Business

Answer 26

● Make it applicable.

Question 27

Often people spend an _______ of time developing plans, but the plans sit in a file somewhere and are never actually used.

Answer 27

inordinate amount

Question 28

A ____ plan should be the guiding principles for the HRM function.

Answer 28

good strategic

Question 29

It should be reviewed and changed as aspects of the business change. ___444 of all members in the HR department (if it’s a larger department) and communication among everyone within the department will make the plan better.

Answer 29

Involvement

Question 30

HRM as a Strategic Component of the Business

Answer 30

● Be a strategic partner

Question 31

Alignment of _____ in the HRM strategic plan should be a major objective of the plan.

Answer 31

corporate values

Question 32

HRM strategic plan should be aligned with the ______ of the organization as a whole.

Answer 32

mission and objectives

Question 33

if the mission of the organization is to promote social responsibility, then the HRM strategic plan should address this in the __4__

Answer 33

hiring criteria.

Question 34

HRM as a Strategic Component of the Business

Answer 34

Involve people

Question 35

An HRM strategic plan cannot be ____. The plan should involve everyone in the organization.

Answer 35

written alone

Question 36

HRM as a Strategic Component of the Business

Answer 36

Understand how technology can be used.

Question 37

________ oftentimes do not have the money or the inclination to research software and find budget-friendly options for implementation.

Answer 37

Organizations

Question 38

People are sometimes nervous about ______. However, the best organizations are those that embrace technology and find the right technology uses for their businesses.

Answer 38

new technology

Question 39

There are thousands of HRM software options that can make the HRM processes faster, easier, and more effective. ______ address this aspect.

Answer 39

Good strategic plans

Question 40

The Steps to Strategic Plan Creation

Answer 40

1. Conduct a Strategic Analysis - Understanding of the company mission and values. - Understanding of the HRM department mission and values. - Understanding of the challenges facing the department.

Question 41

Life cycle Stages

Answer 41

Introduction Growth Maturity Decline

Question 42

Lifecycle Stages and HRM

Answer 42

Life Cycle Stage Strategy Staffing Compensation Training and Development Labor / Employee Relations

Question 43

Introduction Attract best technical and professional talent.

Answer 43

Staffing

Question 44

Introduction Meet or exceed labor market rates to attract needed talent.

Answer 44

Compensation

Question 45

Introduction Define future skill requirements and begin establishing career ladders.

Answer 45

Training and Development

Question 46

Introduction Set basic Employee relations philosophy of organization.

Answer 46

Labor / Employee Relations

Question 47

Growth Recruit adequate numbers and mix of Qualifying workers. Plan management succession. Manage rapid internal labor Market movements.

Answer 47

Staffing

Question 48

Growth Meet external market but consider internal equity effects. Establish formal compensation structures.

Answer 48

Compensation

Question 49

Growth Mold effective management team through management development and organizational development.

Answer 49

Training and Development

Question 50

Growth Maintain labor peace, employee motivation, and morale.

Answer 50

Labor / Employee Relations

Question 51

Maturity Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around.

Answer 51

Staffing

Question 52

Maturity Control compensation costs.

Answer 52

Compensation

Question 53

Maturity Maintain flexibility and skills of an aging workforce.

Answer 53

Training and Development

Question 54

Maturity Control labor costs and maintain labor peace. Improve productivity.

Answer 54

Labor / Employee Relations

Question 55

Decline Plan and implement workforce reductions and reallocations; downsizing and outplacement may occur during this stage.

Answer 55

Staffing

Question 56

Decline Implement tighter cost control.

Answer 56

Compensation

Question 57

Decline Implement retraining and career consulting services.

Answer 57

Training and Development

Question 58

Decline Improve productivity and achieve flexibility in work rules. Negotiate job security and employment adjustment policies

Answer 58

Labor / Employee Relations

Question 59

The Steps to Strategic Plan Creation 2. Identify Strategic HR Issues