Strategic HR Consolidated
-
Upload
manjot-singh -
Category
Documents
-
view
222 -
download
0
Transcript of Strategic HR Consolidated
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 1/140
Select The Blank
Question
Correct Answer
Match The Following
Question
Long term reorganisation
Shifts in the patterns of careers &
The increased emphasis of white collar productivity
&
Retrenchment - driven shifts in patterns of
supervision &
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Match The Following
Question
Transfer & Promotion Procedures
Groundwork
List of A
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 2/140
Key Processes
Human Resource Systems
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 3/140
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 4/140
Select The Blank
Question
Correct Answer
True/False
QuestionCorrect Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 5/140
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 6/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The BlankQuestion
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Match The Following
Question
Energy phase
Politeness phase
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 7/140
Storming Phase
Inquiry Phase
Select The Blank
Question
Correct Answer
Match The Following
Question
Translated into balanced score card
Business strategy
Core values
Critical success factors
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 8/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 9/140
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
True/False
Question
Correct Answer
Match The Following
Question
Strategy
Boston Consulting group
Henry Mintzberg
Brian Quinn
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 10/140
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Match The Following
Question
Roger Harrison
Marion Devine
Quinn
Roffey Park
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 11/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Match The Following
Question
Roger Leek
Gareth Morgan
Arnold KransdorffCharles Handy
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Match The Following
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 12/140
HR Practices
Sheffield University
CIPD Research
Gallup's Research
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 13/140
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 14/140
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 15/140
Question
Correct Answer
Match The Following
Question
Completion of Management Agenda
Impact of HRM to the bottom line3600 Feedback based on
Effects of changing workplace on employees
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 16/140
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 17/140
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 18/140
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Match The Following
Question
HR Agenda
HR Practitioners
HR StrategistsResponsibilities of HR
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 19/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/FalseQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Match The Following
Question
Cultural differences
Peter Smith
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 20/140
Asprey& Garrad
Role of HR
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Match The Following
Question
Social Agenda
Operational role
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 21/140
Managerial role
Strategic role
Select The Blank
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 22/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerSelect The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 23/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Match The Following
Question
Complex organisations use information for
Data Items
Information
Interpretation
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 24/140
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Match The Following
QuestionT&D executives
HR planning
Maximum strategy impact
Unisys
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 25/140
Question
Correct Answer
Select The Blank
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 26/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Match The Following
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 27/140
Cost of external failure
Cost of prevention
Cost of appraisal
Cost of internal failure
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct AnswerSelect The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 28/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Match The Following
Question
Classic consultancy cycle
Technology
Dave Ulrich
Gareth Morgan
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 29/140
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 30/140
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 31/140
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 32/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Match The Following Question
Tyson of Cranfield
Kinsley
Murlis
Armstrong
Multiple Choice Multiple Answer
Question
Correct Answer
True/False
Question
Correct Answer
Match The Following
Question
Tyson of Cranfield
Kinsley Lord
Murlis
Armstrong
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 33/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Single Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 34/140
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Select The Blank
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Match The Following
Question
Operational Level
Strategic Decisions
Strategic Level
Managerial Level
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 35/140
________ issues tend to be well disguised.
Territorial
Correct Answer
Of the economy
The increased opportunities for traditional vertical mobility
Resulting scrutiny of professional work
Risk taking that upset the culture & style of management
Human Resources and manufacturing were tied to the highest pay levels of
functional heads.
True
Finding ways to reduce ________ is a key responsibility of management.
Uncertainty
long term, rather than simply increasing shareholder dividends in the short
Charles Handy
Strategic HR activity includes :-
Change Management , Succession Planning , Training and development
HR related policies and actions use ________.
Business language
To explain the concept of TQ it is first necessary to define quality in terms of :-
Customer satisfaction
The key feature of TQ programme require :-
Extensive education & training in team working , Problem solving techniques
, Facilitator skills
Correct Answer
Human Resource Department
Clients and users
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 36/140
Reward and Control
Personnel function
Political environment consists of
Interest group politics , Global interdependence , Concern for equity
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
Organizations are battle field in which workers and managers vie for the :-
Scarce resources of power , Income , Opportunity
Organizations exist to accomplish some ________ or set of objectives.
Mission
Senior management starts the cutback processes with :-
Expense controls , Job freezes , Elimination of frills
When the term strategy was began to emerge in business?
In 1960's
Today survival depends on :-
Competitiveness , Meeting customer needs , Meeting client needs
What is far higher in firms with unions?
Rate of internal job changes
Organizations are aspiring to become the :-
Employer of choice
The current skills and strengths of the high flyers reflected their priorities to a
large extent, are as :-
Managing people , Strategic Thinking , Political
HR can help managers to understand how to define roles in the light of
business drivers and how to identify the capabilities required to do the job.
True
The management thinking has developed over the last :-
30 years
The specialists develop :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 37/140
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 38/140
________ made studies of why change efforts often fail.
John Koner
Executives often need couching in the arts of leadership especially during
major change.True
Flexibility is HR's most precious asset.
False
The word Strategy is derived from which sphere ?
Military sphere
In the current state of evolution of HR, there is a perceived need to sell the
value of HR.True
The strategy mainly focus on how many things?
Two
Who quoted manual on business strategy?
Lewis Carrollis Alice,s
The chambers of 20th century dictionary describes strategy as :-
Generalship
Many experts & professionals are ________ with the issue of how to build,
maintain and retain intellectual capital intellectual capital.
Grappling
By 2006, the number of individuals working part-time is expected to increase
to 33 percent.
False
What does change bring about for individuals & organizations?
Opportunities
According to Hudson relationship more in terms of a divorce from all that is
familiar.
False
An achievement culture disempowers through :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 39/140
Burnout & stress , Treating the individual as an instrument of the task ,
Through inhibiting dissent about goals and values
It is one thing to measure an activity, another to assess how good it is !
True
________ is potentially one of the most difficult to implement effectively.
T Q
The critical knowledge which stays in the informal system includes :-
Know - how , Information on stakeholder relationships , Experiences & ideas
Commitment strategy is inherently ________.
Long term
________ responsibility is to keep up to date & keep up with the informationflow.
Knowledge owner's
The HR team needs to be able to operate strategically, even if its delivery is
currently operational.
True
Human resource activities are typically administered by competent practices.
False
If there is too much stability the organization can become :-
Internally focused
Informal system is also known as :-
Shadow system
When the following are ill defined in an organization, training sessions can
help build up manager's confidence :-
Responsibility , Reporting lines , Roles
During the 70's & 80's much work was done to produce models to facilitate :-
Rational process
Contracting consists of :-, ,
________ performance does not occur in a vaccum.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 40/140
High
Key elements of business unit strategy are :-
Superior effectiveness , Superior cost position , Superior quality or ability
The Agenda group's needs were as follows :-IT skills , Strategic Thinking skills , Entrepreneurial
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
Communication is :-
About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
HR professionals has to be skilled in the art of ________.
Clarifying
QWL programs are not a vehicle for identifying & implementing changes.
False
Primary sources of data are :-
Interviews with senior Management , Interviews and questionnaires with line
Management , In-depth questionnaires from human resource staff
Strategic management style includes :-
Strategic planning , Strategic control , Financial control
The technical and political changes in the organization will trigger changes in
the :-
Cultural area
The real abilities of management are reflected in their competitive record
against other organizations in their industry.
True
________ can provide a steering force for organization improvement.
Strategy
Correct Answer
Lead to better outputs
Intentions of partners are explored
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 41/140
Key players conflict with each other at a number of levels
Key players start to ask questions which explore each other's vision
Few personnel managers use ________ as an indicator for morale.
Absenteeism
Correct Answer
Internal business perspective
Build on strengths of brand
Courtesy and care
Operational performance
Communication is not very important in pre-merger phase.
False
Different forms of pay such as :-Salary , Bonuses , Stock options
Successful companies are :-
Value driven
________ has established an international on-line service center.
Unisys
What is challenging enough for an organisation to make the most of their
intellectual capital?
Capitalizing on the skills , Knowledge , Experience
What is the key to the model of the new strategic agenda?
Performance management
Maslow's self-motivators who primarily seek opportunities to develop their :-
Competencies
Robert.B.Raich has identified "social glues" of the company of the future,
which are :-
Create a sense of ownership through financial rewards , Create sense of pridein the organization , Value and facilitate balance with organization
One of the most valuable factor in overcoming cultural challenges is :-
Outstanding communication & persuasion skills
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 42/140
Standard Life's UK workforce has grown by 40% in ________ years and
currently numbers 9700 employees.
Three
According to whom there is a much wider caliber of people applying for jobs
than in years gone by?Head hunters
What type of effort is required to encourage all the members of the
organization to work together?
Continuous
Organisations are attempting to integrate culture change objectives with
Career Planning.
False
What types of basic skills are required in an R & D type of organization?
Creativity & technical skills
________ of management is likely to be another key agenda item.
Quality
Strategic thinking is a ________ process.
Continuing
During mergers, effective HR integration is carried out on the following :-
Remuneration , Benefits , Terms and conditions
The ________ link calls for dialogue between the business concerns and the
human resource concern.
Strategic
Head count reduction are occurring :-
With greater frequency
The values and principles of QWL ________ with the ones operating in many
organisations.
Contrast sharply
Good indicators of culture are :-
The rituals & routines which the staff engage in , The amount and the nature
of political activity , Symbolism of certain aspects
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 43/140
________ is considered as a strategic activity.
Recruitment
Competitive edge comes from the ________ of people.
Quality
Given the current emphasis on individualism the obvious route might seem to
be the ________.
Sophisticated human relations mode
Organisational effectiveness outcomes include :-
Higher productivity , Higher quality , Higher profits
The most common cause of merger failure is :-
Culture clashes
Different areas of HR strategy :-
Resourcing , Commitment , Rewards
Operational information makes the job of the personnel clerk easier.
True
Correct Answer
Thinking Process
Stars, dogs & cash cows
Academic from McGill University
Logical inscrementalism
The biggest challenge for strategic H R is to create the type of culture that will
support the :-
Organization's objectives
HR contributions are not required during the process of business strategy
formulation.
False
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
A simple way to analyse the types of human resource information is to use the
familiar pyramid of :-
Strategic level , Tactical level , Operational level
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 44/140
Challenges of working across boundaries are :-
Lack of trust , Turf issues , Cultural Differences
The organization's ________ must be conducive to productivity and quality
improvement.Culture
If mergers are handled `professionally they can never backfire.
False
In practice, the right balance between individuals & team has never proved to
be elusive.
False
If a firm uses aggressive approach for culture change it usually :-Mobilises dissent , Is politically naïve , Lacks skills
The business side of the process begins with the strategic link as the guiding
framework.
False
What should not be underestimated in the pre merger phase?
Employee's loyalty to their colleagues , Ways of working , Company brand
Correct Answer
Different approaches to changing an organisation's culture may be more or
less difficult
Formal communication
Change happens in an evolutionary way
Career development in flatter structures project
Personnel are normally in a good position to influence the content of opinion
surveys.
True
False
Individual level where people are usually motivated to close the gap between
their current and desired ________.
Capabilities
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 45/140
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 46/140
Employee satisfaction
Institute of Work Psychology
Predictive nature of employee satisfaction
Employee Retentions
According to Roger Harrison what can be achieved through exploiting thedynamic tension between the strengths of different culture types?
Organizational excellence
Strategy as an emerging process of ________.
Action
________ suggests Human Resource Strategy in itself may not be effective.
Tony Groundy
The distinction between the different levels may vary in differentorganisations according to their :-
Size , Complexity , Sophistication of their personnel function
A database on people consisting of what facilitates networking?
People's skills , People's expertise , Project experience
-
-EAPM
Strategic issues related to quantitative measures are :-
Constant change , Multi-Functional , People as assets
Team members can be so busy that they do not :-
Take time to reflect , To see the wood for the trees , Take stock of what needs
to be the new focus
Pettigrew & Whipp identified ________ central factors for managing change
successfully.
Five
HR being seen as :-
Low credibility , Services , Transactional partner
To work out what is required to support the business strategy are :-
Stock trade current staff , Assess future needs , Identify gaps
Approaches dealing with problems of integration are :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 47/140
Understand how business strategy is formed , Understand key business issues
, Establish methods of linking business &HR strategy
The practices used in different QWL programs ________.
Vary widely
Which needs to be focused on areas which are relevant to the individual and
the organisation?
Development
Much criticism of PRP stems from its failure to take account of team needs.
True
As per a study, the human resource activities rated above 70 percent were :-
Workforce productivity , Team work , Employee education and training
Strategists does not distinguishes strategy from business objectives, plans,
financial projections, target for shareholder value or key result areas.
False
A survey of senior HR Managers carried out in ________ had straight forward
ways of describing what the core role of strategic HR Should be.
1998
The organization's values must be conducive to productivity and quality
improvement.
False
People are ________ and developed to do jobs defined by the organization's
formal structure.
Recruited
The technical changes will trigger a set of :-
Political issues
The different linking themes include :-
Competencies , Technology , International dimensions
Christopher Lasch has labeled a culture of " narcissism".
True
Organizations also vary on the degree to which they promote from within v/s
hire from external and :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 48/140
Labour pools
Which are manifestations of value statements about the worth of people to an
organization?
Profit related pay & share ownership
The only real measure of the quality of a product and service is whether it
delivers customer satisfaction.
True
________ executives take a full part in the strategic planning process.
T&D
Managers are able to support people with their development as well as their
current skills.
False
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
Quality of life consists of :-
Trade off between family , Leisure , Career
The macro strategy of a QWL program does not determine :-
General approach for creating change
Many firms can afford to ignore the international dimensions.
False
The human Resource organization will probably have to review it's mission
and ________.
Strategy
The use of flexible hours, daily, weekly and annual are related to time based.
True
How many interrelated sets of processes will have to be carefully monitored?
Three
Marilyn McDougall and ________ carried out a study of how companies
measure the impact of HRM to the bottom line.
Angela Mulvie
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 49/140
The process of eliminating jobs is frequently compared to ________.
Death and murder
Correct Answer
UK
Marilyn McDougall & Angela MulvieRange of competencies
Roffey Park
Different areas of HR responsibility include :-
Maximum strategic impact , Co-ordinate , Communicate
________ is created from the intellect of knowledge workers, not from the
labour of low grade service and production workers.
Growth
Strategies towards unions should take into account issues such as :-
The occupation of workers being considered , Productivity differences ,
Human capital differences
Informal system is :-
Inherently unpredictable
Operational issues related to qualitative measures are :-
Stability , Functional integrity , People as expenses
________ Companies are appearing at the center of loose alliances, linked
together with global networks.
Virtual
Ingredients of business strategy are :-
Analytical , Visionary , Flexible
HR professional should apply risk management techniques to the different
aspects of ________.
HR Strategies
Individual employees have the technical knowledge to achieve :-
Short-term Results
The potential for making a major contribution would seem to rest at 3 levels
such as :-
Strategic , Operational , Within the human resources
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 50/140
Human Resource Management in the multidivisional company - The authors
of this book is ________.
Purcell and Ahlstrand
Motivation is also affected in an organization by :-Quality of leadership
"Can product be `stolen' " or imposed by competition ( need for secrecy) is
classified under :-
The nature of the product
Evidence suggests unionised establishments will be less successful.
False
Let go of unnecessary routine tasks means ________.Bebureaucratize
Which approach is provided by HR professionals to addressing key
organizational issues?
Partnership
________
well as the development of procedures for measuring and monitoring
Resource
Types of contribution are :-
Exceptional teamwork , Excellence in normal key tasks , High achievement in
a special project
Major political shifts have opened up vast new markets for :-
Capitalist goods & service
The organisation will treat employees with respect & dignity is known as
________.
Reassurance
The differences in perspective of senior management and unit managers is not
very significant.
False
Which teams are being encouraged to take their corporate citizenship roles
seriously?
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 51/140
Management
HR function cannot be prioritized and the appropriate focus for
benchmarking can be selected.
False
Who suggests that the HR department itself will be an integrating device?
Shaun Tyson
Continuous ________ and learning targets should be features of the process of
managing for high performance.
Improvement
There has to be a clear strategy with regard to the type of knowledge the
organisation wishes to :-
Develop , Store , Able to retrieve
Key targets for strategic activity with regard to employees include :-
Clarify career tracks , Ensure balance , Involve people
Widespread competition from a range of sources is leading to greater
corporate amalgamation within the :-
Market place
In a marketing / service organisation, development includes :-
On the job training , Interpersonal skills , Career path through marketing
The most cost effective approach is :-
To identify core elements , Concentrate efforts on core elements
The interest in recent years in emotional & other forms of intelligence is
starting to percolate through into western management vocabulary.
True
How many characteristics were listed in the survey of the International
Manager?
6
________ aims to put a financial measure on an organisation's intellectual
capital.
Knowledge exchange
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 52/140
Research carried out in the UK suggests that core elements in development of
competitive advantages are :-
Management development , Career development , Continuous training &
retraining
In an organisation you have to recognise that the formal & informal systems ________.
Co - exist
Government, the economy and civil society need to be in :-
Balance
Correct Answer
Retention of Talents
Mentor
Embedded practicesRecruitment
Outcomes of business strategy :-
Mission statement , Financial projections , Company positioning
The easiest form of change to implement is ________.
Strengthening the culture
What is unlikely to lead to knowledge sharing?
People's goodwill
Which is the process of linking human resource management policies and
activities to explicit business strategies?
Strategic integration
________ process is the key to an effective human resource system.
Performance Appraisal
Pettigrew and Whipp Concluded from the recent research into change in a
number of British firms in Automobile, Publishing, financial services and
insurance industries.True
In some companies there is a senior level ________ who can ensure broad
level attention for knowledge issues.
Knowledge sponsor
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 53/140
The following is a well known company which encourages innovations :-
3 M
HR practitioners are under pressure to prove that value is being added by :-
HR Activities
Attributes of a quality employee :-
Attitude to quality , Team work , Accuracy
Change in the cultural area calls for an examination of norms and values,
using such group-based methods as :-
Action Research , Data Feedback , Team Building
The ________ key processes that need major attention are reward and control.
Two
E-commerce is becoming the 'normal' way to do business.
True
H R Managers are responsible for:-, ,
The technical changes will trigger a set of political issues.
True
Who are criticized for developing training and development strategies whichdo not match business priorities?
HR Teams
The ability to hold the business together as a totality while simultaneously
changing it is known as ________.
Coherence in the management of change
Line Managers should insist on involving HR Professionals :-
In business strategy making process
The HR team has developed a list of ways of developing these behaviours,
based on the work of the centre for creative leadership.
True
Correct Answer
U S and them', approach
Key areas of cultural differences
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 54/140
Relationship more in terms of a divorce
Assist groups & individuals
Gaps between organizational rhetoric and reality need to be :-
Identified & addressed
What provides the potential to enhance the strategic contribution in all the
new agenda areas?
CPIS
________ is the largest single item of cost
Payroll
Leaders should :-
Be discouraged from announcing that there will be no redundancies ,
Communicate openly about the situation , Should lead to employees trustingtop management
QWL also referred to as a set of organisational practices does not include :-
Low accident rates
Who had identified general avenues of growth?
Gertz and Baptista
During mergers early contacts set the tone and arrogance is common.
True
Employee relations strategy is to develop :-
Policies , Systems , Procedures
________ year compensation plans for individuals.
Five
What is important is not how responsibilities are divided but how people can
pull together to pursue new opportunities is the dictum of :-
Rosabeth Moss Kantor
Communication can help create buy - in to new ways of operating.
True
Correct Answer
Quality of life
Data storage
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 55/140
Administration of employee procedures
Identify line needs
In Henley's 1992 Business survey ________ percent of respondents spent
between 1% & 2% of turnover on training.
63
Knowledge management is fundamentally about creating the condition in
which human beings create & share :-
Knowledge , Information , Learning
Stress and tension
Radford defines responsibilities of HR.
True
Business strategy has two levels.
True
Business and HR issues influence each other, and in turn influence corporate
and business unit strategy.
True
The 3 dilemmas or choices identified by researchers for managers include :-
Cultural break or cultural sensitivity , PRP as follower or leader , Developing
Management skills
Operational level focuses on the processes by which the organization obtains
and allocates the resources needed to carry out its strategy and objectives.
False
Typically QWL programmes have ________ strategies.
Both micro & macro
Organisational needs & individual needs can conflict with individual needs
for :-
Greater financial security
,
Involvement , Commitment , Conflict
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 56/140
Who carried out a study of how companies measure the impact of HRM to the
bottom line?
Marilyn McDougall and Angela Mulvie
Moving your role or function or department down the strategic road has :-
Personal ramifications
The top initiatives for competitive advantage include :-
Reward innovation , Communicate directions and plans , Identify high
potential employees early
HR needs to be fully in tune with the :-
Internal system
20 years ago QWL programs were not widely known in :-
U S A
________ is a faster means of communication.
Grapevine
Critical success factors consist of :-
People , Financial performance , Market share
The aim of most organizations is to achieve :-
High-quality outputs
Whose role is most critical to minimize the potential for `winners & losers'?
A skilled human resources professional
Professor Robert B. Reich has identified six 'social glues' of the company of the
future.
True
Formal communication includes :-
Senior management presentation , Road shows , Corporate videos
In the strategic model phase 2 is :-
Defining strategic opportunities
H R has to develop a knowledge management framework which should
provide appropriate infrastructure in the form of :-
Communication technology , Systems design , Application tools
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 57/140
Commitment strategy is inherently :-
Long term
,
H R
The role of internal environmental changes within the organizations as well as
employees cannot be :-
Over estimated
What are vulnerable assets of an organisation?
People
Concern is sometimes expressed that the pursuit of TQ costs :-
More money than it saves
What flourish in the shadow system?
Grapevine , Political behaviour , Networks
Correct Answer
Manpower planning
Current date
Age distribution
Are we a `young' or `old; organisation
Perhaps the biggest obstacle to shared learning is a blame culture when things
go wrong.
True
What is the key task for an organization?
Attracting new talent
Kotler suggests four basic steps for dealing with the political dimensions in
managerial work.
True
There are only a few barriers to organizational learning.
True
________ interview data, provides a useful steer as to where improvements
need to be made.
Exit
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 58/140
Measures and rewards are aligned with:-
Short-term business Results
Overall individual behaviour needs to be measured in ________.
Output terms
Newsletters is one of the method of informal communication.
False
Structures were based on :-, ,
Team performance guides need to be developed and completed by :-
Team development plans
Correct AnswerFull part in strategic planning process
Effective development of an organizational strategy
Job analyses for long-term objectives
International on-line service centre
Developing characteristics of people needed to run business in ________ .
Long term
The team consists of experienced ________ who have both internal
consultancy and business experience.
OD practitioners
In the immediate transition, major events include :-
The appointment of a new board of directors , Other key appointments ,
Redundancies
Strategic level deals with policy formulation and overall goal setting.
True
________ and appropriate rewards may be part of the answer.
Training
Dave Ulrich suggests that organizational success will spring from capabilities
such as :-
Speed , Responsiveness , Agility
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 59/140
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?
The introduction , Maintenance , Improvement
________
Unionization
HR strategy can be used as an :-
Integrating force
Flatter structures can reinforce the desire to hoard information.
True
Human Resource Management Audit (HRMA) is a data-based approach to :-
Organisational Change
The effects on external staffing due to the presence of a union are as follows -
The wages, benefits, work rules are clearly known to applicants , The wage
level is generally higher than in comparison firms , The promotion & job
security system is usually based on seniority
Design of a selection system that supports the ________ strategies.
Organizational
Open and frank dialogues between merging parties bring benefits.
True
HR strategies are expressed as bland statements.
True
Performance management of the ________ has mainly focused on activity
management.
1990's
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
In real terms, the cost of quality is the cost incurred in not getting things right
first time.
True
What senior executives do?
Develop Strategy
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 60/140
The different linking themes include :-
Competencies , Technology , International dimensions
Business strategy content are :-
Socio economic , Technological , Political-legal
Changing any process in isolation is a fool's errand.
True
Develop a commitment of how to organise and manage for competitiveness.
False
Which of the following is not a method of learning?
Outdoor development
Majority of the cartelistic of international manager involve
Soft skills
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
Prof. Peter Smith's concept is related to :-
Cultural Differences , Cross-cultural working , People work together
The concept of what is vital to improve the effectiveness of an organisation's
process :-
Internal customer
There are ________ for sharing & developing knowledge inside the company.
Opportunities
Typical actions that reduce the scope of activity of an organization include :-
Cost cutting programs , Reduction of capacity , Divestitures
The most cost effective approach is :-
Concentrate efforts on core elements , To identify core elements
H R Managers are responsible for:-, ,
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 61/140
The cost arising outside the organisation due to failure to achieve the quality
specified after the transfer of ownership to the customer
The cost of an action to prevent or reduce defects and failures
The cost of assessing the quality achieved
The costs arising within the organisation due to failure to achieve the quality
specified before the transfer of ownership to the customer
Organizations whose employees are represented by unions frequently have
________.
Different human resources management systems
QWL represents an image of the way people should relate to each other & to
their organisation.
True
Primary sources of data are :-Interviews with senior Management , Interviews and Questionnaires with line
Management , In-depth Questionnaires from human resource staff
Most important assets an organization has and their effective management is
the key to its success :-
People
In the immediate transition, major events include :-
The appointment of a new board of directors , Other key appointments ,
Redundancies
Strategic business partnership is :-
Not a one way street
The distinction between the different levels may vary in different
organisations according to their :-
Size , Complexity , Sophistication of their personnel function
Many organizations are now grappling with the need to recruit and retain
loyal employees.
False
Cost information is seen as a responsibility of ________ as per H R Manager.
Finance department
Development strategy should be guided by a :-
Vision & Set of values
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 62/140
The SHRM contribution could include :-
The development of a joint venture culture , Team building , Development of
flexibility among employees
Who, in the past expected periodic unemployment over their careers?Blue collar workers
When top managers lay off technical & professional workers, they must assess
the impact of such lay off on :-
The remaining corps of employees
IT sector employers are looking for :-
Specific skills , Experience , High market value
HR partner will probably be involved in some way with the implementationof the solution.
True
What is the general obsevation / importance in ensuring excellent candidates
can be seen at times which are possible for them, rather than to a fixed
interview schedule?
Flexibility
Correct Answer
Gaining Entry
Working Practices
Appropriate risks
Formal Authority
Quality of life consists of :-
Trade off between family , Leisure , Career
Communication is :-
About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
HR Scorecard stands alone but fits into the ________ scorecard.
Balance
Time is not a major constraint as the organization works at full capacity
throughout the year.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 63/140
False
The majority of respondents commented on the negative features of working
in a political environment, including the adverse effects on job ________.
Satisfaction
The CIPD research also highlighted the predictive nature of the employee
satisfaction for business :-
Results
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?The introduction , Maintenance , Improvement
Outcomes of business strategy :-
Financial projections , Company positioning , Mission statement
Some prerequisites of HR team include :-
Interpersonal and consultancy skills , Planning and implementation skills ,
Willingness to learn from other organisation
Today what has become more salient in lay off procedures?
Interpersonal dimensions
Mission can provide a steering force for organization improvement.
False
The 100 day plan addresses most of the integration issues at the level of :-
Human resource matters , Systems , Processes
The generalists should develop ________.
At least one area of expertise
The employees are sensitive to the differences which affect them most
especially if they perceive the acquisition to be :-
Hostile
Which is HR's most precious asset?
Credibility
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 64/140
Forms of employee participation in idea generation are :-
Suggestion schemes , Quality circles , Problem-solving groups
In Roffey park's survey, electronic mail is used by ________ percent of
respondents.78
Right people are being :-
Hired , Promoted , Transferred
Critical success factors consist of :-
People , Financial performance , Market share
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
The first task is for the human resource function to clarify its own :-
Priorities
Cross-boundary working is where employees of different corporate cultures
are required to work :-
Closely together
IT sector employers are looking for :-
Specific skills , Experience , High market value
Quality of life consists of :-
Trade off between family , Leisure , Career
Communication is :-
About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?
The introduction , Maintenance , Improvement
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 65/140
Outcomes of business strategy :-
Financial projections , Company positioning , Mission statement
Some prerequisites of HR team include :-
Interpersonal and consultancy skills , Planning and implementation skills ,
Willingness to learn from other organisation
The 100 day plan addresses most of the integration issues at the level of :-
Human resource matters , Systems , Processes
Forms of employee participation in idea generation are :-
Suggestion schemes , Quality circles , Problem-solving groups
Right people are being :-
Hired , Promoted , Transferred
Critical success factors consist of :-
People , Financial performance , Market share
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
The different linking themes include :-
Competencies , Technology , International dimensions
Business strategy content are :-
Socio economic , Technological , Political-legal
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
Prof. Peter Smith's concept is related to :-
Cultural Differences , Cross-cultural working , People work together
Typical actions that reduce the scope of activity of an organization include :-
Cost cutting programs , Reduction of capacity , Divestitures
The most cost effective approach is :-
Concentrate efforts on core elements , To identify core elements
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 66/140
H R Managers are responsible for:-, ,
Primary sources of data are :-
Interviews with senior Management , Interviews and questionnaires with lineManagement , In-depth questionnaires from human resource staff
In the immediate transition, major events include :-
The appointment of a new board of directors , Other key appointments ,
Redundancies
The distinction between the different levels may vary in different
organisations according to their :-
Size , Complexity , Sophistication of their personnel function
Correct Answer
Companies will have in future to think of different kinds of practices to apply
to employment relationships
Defined 5 main kinds of teams
Common sense is a systematic learnable discipline with a wide range of
explicit competencies
The SHRM contribution could include :-
The development of a joint venture culture , Team building , Development of
flexibility among employees
True
Correct Answer
Companies will have in future to think of different kinds of practices to apply
to employment relationships
Model encapsulates much of what organisation development now involves
Defined 5 main kinds of teams
Common sense is a systematic learnable discipline with a wide range ofexplicit competencies
Key elements of business unit strategy are :-
Superior cost position , Superior quality or ability , Superior effectiveness
Recruitment should be part of an overall:-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 67/140
Career management strategy
People's expectations of senior management include :-
Forward planning , Professionalism , Conviction on delivery of the message
For each key process for which we are responsible, ask questions such as :-
How is it measured? , How good is it ? Is it good enough ? , Hw can it be
improved?
________ is a major contributor to employee uncertainty.
Fear of the unknown
PCMM stands for People Capability Modern Model.
False
The reward and control systems must be altered to support the strategichuman resource function.
True
Employer emphasizes on which type of rewards associated performance and
design systems that link rewards to short-term performance?
Extrinsic
Pay system includes :-
Type of system , Base rate , Incentive plan
HR Professionals can support alliances through helping and making
differences explicit by :-
Team meetings , Team building , Taking stock if working practices
The 3rd phase of the strategic models suggests how many questions?
4
When coherent approach to human resource management is, however, only
possible in developing and managing the process is :-
Top team works together
The following questions enable to identify where the strategic opportunities
may lie :-
Does the organisation have a mission statement ? , Does the organisation have
a set of strategic objectives ? , Are there any relationships within the
organisation causing you particular difficulty
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 68/140
HR's challenge is to identify :-
Culture
When companies cut back the following categories they create a new set of
problems :-
Managers , Technicians , Professionals
HR professionals need to understand the business and its :-
Challenges
Usually which approach is used to defend existing order & oppose change
initiators?
Corrosive approach
Good negotiating skills, communication skills and the ability to persuade and
________ people at all levels.Influence
Retrenchment and downsizing are used to indicate :-
Planned & / or implemented actions
Correct Answer
Day-to-day management
Sense of Direction
Policy Formulation
Allocates the resources
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 69/140
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
11
12
5
6
7
8
9
10
List of A
1
2
3
4
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 70/140
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
23
24
25
17
18
19
20
21
22
13
14
15
16
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 71/140
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
35
36
29
30
31
32
33
34
26
27
28
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 72/140
Select The Blank
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
47
41
42
43
44
45
46
37
38
39
40
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 73/140
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
QuestionCorrect Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
59
60
53
54
55
56
57
58
48
49
50
51
52
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 74/140
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The BlankQuestion
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
71
72
65
66
67
68
69
70
61
62
63
64
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 75/140
Question
Correct Answer
Select The Blank
Question
Correct AnswerSelect The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
Select The Blank
Question
Correct Answer
75
76
77
73
74
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 76/140
________ issues tend to be well disguised.
Territorial
Finding ways to reduce ________ is a key responsibility of management.
Uncertainty
HR related policies and actions use ________.
Business language
Organizations exist to accomplish some ________ or set of objectives.
Mission
All aspects of the merger need ________.
Managing
The ________ and control systems should be altered to support the strategic
human resource function.
Reward
The ________ approach to culture change can lead to wide scale changes at an
informal, technical level.Indoctrinative
The business side of the process begins with the strategic ________ as the
guiding framework.
Plan
________ made studies of why change efforts often fail.
John Koner
Many experts & professionals are ________ with the issue of how to build,maintain and retain intellectual capital intellectual capital.
Grappling
________ is potentially one of the most difficult to implement effectively.
T Q
Commitment strategy is inherently ________.
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 77/140
Long term
________ responsibility is to keep up to date & keep up with the information
flow.
Knowledge owner's
________ performance does not occur in a vaccum.
High
HR professionals has to be skilled in the art of ________.
Clarifying
________ can provide a steering force for organization improvement.
Strategy
Few personnel managers use ________ as an indicator for morale.Absenteeism
________ has established an international on-line service center.
Unisys
Standard Life's UK workforce has grown by 40% in ________ years and
currently numbers 9700 employees.
Three
________ of management is likely to be another key agenda item.
Quality
Strategic thinking is a ________ process.
Continuing
The ________ link calls for dialogue between the business concerns and the
human resource concern.
Strategic
The values and principles of QWL ________ with the ones operating in many
organisations.
Contrast sharply
________ is considered as a strategic activity.
Recruitment
Competitive edge comes from the ________ of people.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 78/140
Quality
Given the current emphasis on individualism the obvious route might seem to
be the ________.
Sophisticated human relations mode
The organization's ________ must be conducive to productivity and quality
improvement.
Culture
Individual level where people are usually motivated to close the gap between
their current and desired ________.
Capabilities
The questionnaire of Towers Perrin study asked respondents to select and
rank 5 items from a list of 17 ________ factors affecting Human ResourceManagement.
Environmental
Motivation strategy will refer to the performance management and ________
systems.
Reward
Strategy as an emerging process of ________.
Action
________ suggests Human Resource Strategy in itself may not be effective.
Tony Groundy
Pettigrew & Whipp identified ________ central factors for managing change
successfully.
Five
The practices used in different QWL programs ________.
Vary widely
A survey of senior HR Managers carried out in ________ had straight forwardways of describing what the core role of strategic HR Should be.
1998
People are ________ and developed to do jobs defined by the organization's
formal structure.
Recruited
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 79/140
________ executives take a full part in the strategic planning process.
T&D
The human Resource organization will probably have to review it's mission
and ________.Strategy
Marilyn McDougall and ________ carried out a study of how companies
measure the impact of HRM to the bottom line.
Angela Mulvie
The process of eliminating jobs is frequently compared to ________.
Death and murder
________ is created from the intellect of knowledge workers, not from thelabour of low grade service and production workers.
Growth
________ Companies are appearing at the center of loose alliances, linked
together with global networks.
Virtual
HR professional should apply risk management techniques to the different
aspects of ________.
HR Strategies
Human Resource Management in the multidivisional company - The authors
of this book is ________.
Purcell and Ahlstrand
Let go of unnecessary routine tasks means ________.
Bebureaucratize
________
well as the development of procedures for measuring and monitoring
Resource
The organisation will treat employees with respect & dignity is known as
________.
Reassurance
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 80/140
Continuous ________ and learning targets should be features of the process of
managing for high performance.
Improvement
________ aims to put a financial measure on an organisation's intellectual
capital.Knowledge exchange
In an organisation you have to recognise that the formal & informal systems
________.
Co - exist
The easiest form of change to implement is ________.
Strengthening the culture
________ process is the key to an effective human resource system.Performance Appraisal
In some companies there is a senior level ________ who can ensure broad
level attention for knowledge issues.
Knowledge sponsor
The ________ key processes that need major attention are reward and control.
Two
The ability to hold the business together as a totality while simultaneously
changing it is known as ________.
Coherence in the management of change
________ is the largest single item of cost
Payroll
________ year compensation plans for individuals.
Five
In Henley's 1992 Business survey ________ percent of respondents spent
between 1% & 2% of turnover on training.
63
Typically QWL programmes have ________ strategies.
Both micro & macro
________ is a faster means of communication.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 81/140
Grapevine
________ interview data, provides a useful steer as to where improvements
need to be made.
Exit
Overall individual behaviour needs to be measured in ________.
Output terms
Developing characteristics of people needed to run business in ________ .
Long term
The team consists of experienced ________ who have both internal
consultancy and business experience.
OD practitioners
________ and appropriate rewards may be part of the answer.
Training
________
Unionization
Design of a selection system that supports the ________ strategies.
Organizational
Performance management of the ________ has mainly focused on activitymanagement.
1990's
There are ________ for sharing & developing knowledge inside the company.
Opportunities
Organizations whose employees are represented by unions frequently have
________.
Different human resources management systems
Cost information is seen as a responsibility of ________ as per H R Manager.
Finance department
HR Scorecard stands alone but fits into the ________ scorecard.
Balance
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 82/140
The majority of respondents commented on the negative features of working
in a political environment, including the adverse effects on job ________.
Satisfaction
The generalists should develop ________.
At least one area of expertise
In Roffey park's survey, electronic mail is used by ________ percent of
respondents.
78
________ is a major contributor to employee uncertainty.
Fear of the unknown
Good negotiating skills, communication skills and the ability to persuade and
________ people at all levels.Influence
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 83/140
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
11
12
5
6
7
8
9
10
List of A
1
2
3
4
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 84/140
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
23
24
25
17
18
19
20
21
22
13
14
15
16
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 85/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
35
36
37
38
29
30
31
32
33
34
26
27
28
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 86/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
47
48
49
50
51
41
42
43
44
45
46
39
40
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 87/140
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single AnswerQuestion
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
59
60
61
62
63
53
54
55
56
57
58
52
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 88/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
71
72
73
74
75
76
65
66
67
68
69
70
64
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 89/140
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
89
90
83
84
85
86
87
88
77
78
79
80
81
82
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 90/140
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct AnswerMultiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
101
102
95
96
97
98
99
100
91
92
93
94
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 91/140
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
Question
Correct Answer
Multiple Choice Single Answer
QuestionCorrect Answer
107
103
104
105
106
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 92/140
long term, rather than simply increasing shareholder dividends in the short
Charles Handy
To explain the concept of TQ it is first necessary to define quality in terms of :-
Customer satisfaction
When the term strategy was began to emerge in business?
In 1960's
What is far higher in firms with unions?
Rate of internal job changes
Organizations are aspiring to become the :-
Employer of choice
The management thinking has developed over the last :-
30 years
Governance of society is :-
Mutating
The informal system acts as what for the employees?
Safety valves
Developing unity of purpose and a shared belief that what is good for
individual is good for
Organisation
Organization's mission and goals should be translated into its :-
Business & strategic plan
The word Strategy is derived from which sphere ?
Military sphere
The strategy mainly focus on how many things?
Two
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 93/140
Who quoted manual on business strategy?
Lewis Carrollis Alice,s
The chambers of 20th century dictionary describes strategy as :-
Generalship
What does change bring about for individuals & organizations?
Opportunities
If there is too much stability the organization can become :-
Internally focused
Informal system is also known as :-
Shadow system
During the 70's & 80's much work was done to produce models to facilitate :-
Rational process
The technical and political changes in the organization will trigger changes in
the :-
Cultural area
Successful companies are :-
Value driven
What is the key to the model of the new strategic agenda?
Performance management
Maslow's self-motivators who primarily seek opportunities to develop their :-
Competencies
One of the most valuable factor in overcoming cultural challenges is :-
Outstanding communication & persuasion skills
According to whom there is a much wider caliber of people applying for jobs
than in years gone by?
Head hunters
What type of effort is required to encourage all the members of the
organization to work together?
Continuous
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 94/140
What types of basic skills are required in an R & D type of organization?
Creativity & technical skills
Head count reduction are occurring :-
With greater frequency
The most common cause of merger failure is :-
Culture clashes
The biggest challenge for strategic H R is to create the type of culture that will
support the :-
Organization's objectives
The state most productive of change and new possibilities is the :-
Edge of chaos
HR has to balance short-term skills and long-term development :-
Needs
Roffey park
The adult learning process does not include :-
Continuous professional development
Which period have been characterized by smaller, learner organizations withresponsive structures and delayered management?
1990's
According to Roger Harrison what can be achieved through exploiting the
dynamic tension between the strengths of different culture types?
Organizational excellence
-
EAPM
Which needs to be focused on areas which are relevant to the individual and
the organisation?
Development
The technical changes will trigger a set of :-
Political issues
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 95/140
Organizations also vary on the degree to which they promote from within v/s
hire from external and :-
Labour pools
Which are manifestations of value statements about the worth of people to an
organization?Profit related pay & share ownership
The macro strategy of a QWL program does not determine :-
General approach for creating change
How many interrelated sets of processes will have to be carefully monitored?
Three
Informal system is :-
Inherently unpredictable
Individual employees have the technical knowledge to achieve :-
Short-term Results
Motivation is also affected in an organization by :-
Quality of leadership
"Can product be `stolen' " or imposed by competition ( need for secrecy) is
classified under :-
The nature of the product
Which approach is provided by HR professionals to addressing key
organizational issues?
Partnership
Major political shifts have opened up vast new markets for :-
Capitalist goods & service
Which teams are being encouraged to take their corporate citizenship roles
seriously?
Management
Who suggests that the HR department itself will be an integrating device?
Shaun Tyson
Widespread competition from a range of sources is leading to greater
corporate amalgamation within the :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 96/140
Market place
How many characteristics were listed in the survey of the International
Manager?
6
Government, the economy and civil society need to be in :-
Balance
What is unlikely to lead to knowledge sharing?
People's goodwill
Which is the process of linking human resource management policies and
activities to explicit business strategies?
Strategic integration
The following is a well known company which encourages innovations :-
3 M
HR practitioners are under pressure to prove that value is being added by :-
HR Activities
Who are criticized for developing training and development strategies which
do not match business priorities?
HR Teams
Line Managers should insist on involving HR Professionals :-
In business strategy making process
Gaps between organizational rhetoric and reality need to be :-
Identified & addressed
What provides the potential to enhance the strategic contribution in all the
new agenda areas?
CPIS
QWL also referred to as a set of organisational practices does not include :-
Low accident rates
Who had identified general avenues of growth?
Gertz and Baptista
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 97/140
What is important is not how responsibilities are divided but how people can
pull together to pursue new opportunities is the dictum of :-
Rosabeth Moss Kantor
Stress and tension
Organisational needs & individual needs can conflict with individual needs
for :-
Greater financial security
Who carried out a study of how companies measure the impact of HRM to the
bottom line?
Marilyn McDougall and Angela Mulvie
Moving your role or function or department down the strategic road has :-Personal ramifications
HR needs to be fully in tune with the :-
Internal system
20 years ago QWL programs were not widely known in :-
U S A
The aim of most organizations is to achieve :-
High-quality outputs
Whose role is most critical to minimize the potential for `winners & losers'?
A skilled human resources professional
In the strategic model phase 2 is :-
Defining strategic opportunities
Commitment strategy is inherently :-
Long term
,
H R
The role of internal environmental changes within the organizations as well as
employees cannot be :-
Over estimated
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 98/140
What are vulnerable assets of an organisation?
People
Concern is sometimes expressed that the pursuit of TQ costs :-
More money than it saves
What is the key task for an organization?
Attracting new talent
Measures and rewards are aligned with:-
Short-term business Results
Team performance guides need to be developed and completed by :-
Team development plans
HR strategy can be used as an :-Integrating force
Human Resource Management Audit (HRMA) is a data-based approach to :-
Organisational Change
What senior executives do?
Develop Strategy
Which of the following is not a method of learning?
Outdoor development
Majority of the cartelistic of international manager involve
Soft skills
The concept of what is vital to improve the effectiveness of an organisation's
process :-
Internal customer
Most important assets an organization has and their effective management is
the key to its success :-
People
Strategic business partnership is :-
Not a one way street
Development strategy should be guided by a :-
Vision & Set of values
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 99/140
Who, in the past expected periodic unemployment over their careers?
Blue collar workers
When top managers lay off technical & professional workers, they must assess
the impact of such lay off on :-The remaining corps of employees
What is the general obsevation / importance in ensuring excellent candidates
can be seen at times which are possible for them, rather than to a fixed
interview schedule?
Flexibility
The CIPD research also highlighted the predictive nature of the employee
satisfaction for business :-
Results
Today what has become more salient in lay off procedures?
Interpersonal dimensions
The employees are sensitive to the differences which affect them most
especially if they perceive the acquisition to be :-
Hostile
Which is HR's most precious asset?
Credibility
The first task is for the human resource function to clarify its own :-
Priorities
Cross-boundary working is where employees of different corporate cultures
are required to work :-
Closely together
Recruitment should be part of an overall:-
Career management strategy
Employer emphasizes on which type of rewards associated performance and
design systems that link rewards to short-term performance?
Extrinsic
The 3rd phase of the strategic models suggests how many questions?
4
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 100/140
When coherent approach to human resource management is, however, only
possible in developing and managing the process is :-
Top team works together
HR's challenge is to identify :-Culture
HR professionals need to understand the business and its :-
Challenges
Usually which approach is used to defend existing order & oppose change
initiators?
Corrosive approach
Retrenchment and downsizing are used to indicate :-Planned & / or implemented actions
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 101/140
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
5
6
7
8
9
10
List of A
1
2
3
4
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 102/140
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
17
18
19
20
21
22
11
12
13
14
15
16
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 103/140
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question35
29
30
31
32
33
34
23
24
25
26
27
28
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 104/140
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct AnswerTrue/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question47
41
42
43
44
45
46
36
37
38
39
40
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 105/140
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/FalseQuestion
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
59
53
54
55
56
57
58
48
49
50
51
52
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 106/140
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
True/False
QuestionCorrect Answer
True/False
Question
Correct Answer
True/False
Question
Correct Answer
65
66
60
61
62
63
64
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 107/140
Human Resources and manufacturing were tied to the highest pay levels of
functional heads.
True
HR can help managers to understand how to define roles in the light of
business drivers and how to identify the capabilities required to do the job.
True
Competencies has been decoupled from employment.
False
T&D is strongly aligned to the strategic leadership and planning processes of
the business.
True
Executives often need couching in the arts of leadership especially during
major change.
True
Flexibility is HR's most precious asset.
False
In the current state of evolution of HR, there is a perceived need to sell the
value of HR.
True
By 2006, the number of individuals working part-time is expected to increase
to 33 percent.
False
According to Hudson relationship more in terms of a divorce from all that isfamiliar.
False
It is one thing to measure an activity, another to assess how good it is !
True
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 108/140
The HR team needs to be able to operate strategically, even if its delivery is
currently operational.
True
Human resource activities are typically administered by competent practices.
False
QWL programs are not a vehicle for identifying & implementing changes.
False
The real abilities of management are reflected in their competitive record
against other organizations in their industry.
True
Communication is not very important in pre-merger phase.
False
Organisations are attempting to integrate culture change objectives with
Career Planning.
False
Operational information makes the job of the personnel clerk easier.
True
HR contributions are not required during the process of business strategy
formulation.
False
If mergers are handled `professionally they can never backfire.
False
In practice, the right balance between individuals & team has never proved to
be elusive.
False
The business side of the process begins with the strategic link as the guiding
framework.
False
Personnel are normally in a good position to influence the content of opinion
surveys.
True
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 109/140
False
Business strategies are necessarily expressed in writing.
False
Much criticism of PRP stems from its failure to take account of team needs.
True
Strategists does not distinguishes strategy from business objectives, plans,
financial projections, target for shareholder value or key result areas.
False
The organization's values must be conducive to productivity and quality
improvement.
False
Christopher Lasch has labeled a culture of " narcissism".
True
The only real measure of the quality of a product and service is whether it
delivers customer satisfaction.
True
Managers are able to support people with their development as well as their
current skills.
False
Many firms can afford to ignore the international dimensions.
False
The use of flexible hours, daily, weekly and annual are related to time based.
True
Evidence suggests unionised establishments will be less successful.
False
The differences in perspective of senior management and unit managers is not
very significant.
False
HR function cannot be prioritized and the appropriate focus for
benchmarking can be selected.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 110/140
False
The interest in recent years in emotional & other forms of intelligence is
starting to percolate through into western management vocabulary.
True
Pettigrew and Whipp Concluded from the recent research into change in a
number of British firms in Automobile, Publishing, financial services and
insurance industries.
True
E-commerce is becoming the 'normal' way to do business.
True
The technical changes will trigger a set of political issues.
True
The HR team has developed a list of ways of developing these behaviours,
based on the work of the centre for creative leadership.
True
During mergers early contacts set the tone and arrogance is common.
True
Communication can help create buy - in to new ways of operating.
True
Radford defines responsibilities of HR.
True
Business strategy has two levels.
True
Business and HR issues influence each other, and in turn influence corporate
and business unit strategy.
True
Operational level focuses on the processes by which the organization obtains
and allocates the resources needed to carry out its strategy and objectives.
False
Professor Robert B. Reich has identified six 'social glues' of the company of the
future.
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 111/140
True
Perhaps the biggest obstacle to shared learning is a blame culture when things
go wrong.
True
Kotler suggests four basic steps for dealing with the political dimensions in
managerial work.
True
There are only a few barriers to organizational learning.
True
Newsletters is one of the method of informal communication.
False
Strategic level deals with policy formulation and overall goal setting.
True
Flatter structures can reinforce the desire to hoard information.
True
Open and frank dialogues between merging parties bring benefits.
True
HR strategies are expressed as bland statements.
True
In real terms, the cost of quality is the cost incurred in not getting things right
first time.
True
Changing any process in isolation is a fool's errand.
True
Develop a commitment of how to organise and manage for competitiveness.
False
QWL represents an image of the way people should relate to each other & to
their organisation.
True
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 112/140
Many organizations are now grappling with the need to recruit and retain
loyal employees.
False
HR partner will probably be involved in some way with the implementation
of the solution.True
Time is not a major constraint as the organization works at full capacity
throughout the year.
False
Mission can provide a steering force for organization improvement.
False
True
PCMM stands for People Capability Modern Model.
False
The reward and control systems must be altered to support the strategic
human resource function.
True
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 113/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
11
5
6
7
8
9
10
List of A
1
2
3
4
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 114/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
23
24
17
18
19
20
21
22
13
14
15
16
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 115/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
35
36
29
30
31
32
33
34
25
26
27
28
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 116/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
47
48
49
41
42
43
44
45
46
37
38
39
40
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 117/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
59
60
61
53
54
55
56
57
58
50
51
52
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 118/140
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
71
72
73
65
66
67
68
69
70
62
63
64
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 119/140
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
83
84
85
77
78
79
80
81
82
74
75
76
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 120/140
Correct Answer
Multiple Choice Multiple Answer
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct AnswerMultiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
95
96
97
89
90
91
92
93
94
87
88
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 121/140
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
107
108
109
110
101
102
103
104
105
106
98
99
100
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 122/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple AnswerQuestion
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
119
120
121
122
123
113
114
115
116
117
118
111
112
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 123/140
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
QuestionCorrect Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
Multiple Choice Multiple Answer
Question
Correct Answer
125
126
131
127
128
129
130
124
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 124/140
Strategic HR activity includes :-
Change Management , Succession Planning , Training and development
The key feature of TQ programme require :-
Extensive education & training in team working , Problem solving techniques
, Facilitator skills
Political environment consists of
Interest group politics , Global interdependence , Concern for equity
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
Organizations are battle field in which workers and managers vie for the :-
Scarce resources of power , Income , Opportunity
Senior management starts the cutback processes with :-
Expense controls , Job freezes , Elimination of frills
Today survival depends on :-Competitiveness , Meeting customer needs , Meeting client needs
The current skills and strengths of the high flyers reflected their priorities to a
large extent, are as :-
Managing people , Strategic Thinking , Political
The specialists develop :-
Business skills , Consultancy skills , Relationships
The SHRM contribution could include :-The development of a joint venture culture , Team building , Development of
flexibility among employees
Mission and strategy must be :-
Clearly communicated , Understood , Adhered
An achievement culture disempowers through :-
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 125/140
Burnout & stress , Treating the individual as an instrument of the task ,
Through inhibiting dissent about goals and values
The critical knowledge which stays in the informal system includes :-
Know - how , Information on stakeholder relationships , Experiences & ideas
When the following are ill defined in an organization, training sessions can
help build up manager's confidence :-
Responsibility , Reporting lines , Roles
Contracting consists of :-, ,
Key elements of business unit strategy are :-
Superior effectiveness , Superior cost position , Superior quality or ability
The Agenda group's needs were as follows :-
IT skills , Strategic Thinking skills , Entrepreneurial
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
Communication is :-
About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
Primary sources of data are :-
Interviews with senior Management , Interviews and questionnaires with line
Management , In-depth questionnaires from human resource staff
Strategic management style includes :-
Strategic planning , Strategic control , Financial control
Different forms of pay such as :-
Salary , Bonuses , Stock options
What is challenging enough for an organisation to make the most of their
intellectual capital?
Capitalizing on the skills , Knowledge , Experience
Robert.B.Raich has identified "social glues" of the company of the future,
which are :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 126/140
Create a sense of ownership through financial rewards , Create sense of pride
in the organization , Value and facilitate balance with organization
During mergers, effective HR integration is carried out on the following :-
Remuneration , Benefits , Terms and conditions
Good indicators of culture are :-
The rituals & routines which the staff engage in , The amount and the nature
of political activity , Symbolism of certain aspects
Organisational effectiveness outcomes include :-
Higher productivity , Higher quality , Higher profits
Different areas of HR strategy :-
Resourcing , Commitment , Rewards
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
A simple way to analyse the types of human resource information is to use the
familiar pyramid of :-
Strategic level , Tactical level , Operational level
Challenges of working across boundaries are :-
Lack of trust , Turf issues , Cultural Differences
If a firm uses aggressive approach for culture change it usually :-
Mobilises dissent , Is politically naïve , Lacks skills
What should not be underestimated in the pre merger phase?
Employee's loyalty to their colleagues , Ways of working , Company brand
Computerised personnel information have major benefits such as :-
Reducing tedious clerical work , Producing better quality letters , Reducing
the chance of errors
Networking is the main operating mode & there is a strong culture in which :-
Risk taking is good , Innovations can be made by everyone , There is a
tolerance of honest mistakes
The distinction between the different levels may vary in different
organisations according to their :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 127/140
Size , Complexity , Sophistication of their personnel function
A database on people consisting of what facilitates networking?
People's skills , People's expertise , Project experience
Strategic issues related to quantitative measures are :-Constant change , Multi-Functional , People as assets
Team members can be so busy that they do not :-
Take time to reflect , To see the wood for the trees , Take stock of what needs
to be the new focus
HR being seen as :-
Low credibility , Services , Transactional partner
To work out what is required to support the business strategy are :-Stock trade current staff , Assess future needs , Identify gaps
Approaches dealing with problems of integration are :-
Understand how business strategy is formed , Understand key business issues
, Establish methods of linking business &HR strategy
As per a study, the human resource activities rated above 70 percent were :-
Workforce productivity , Team work , Employee education and training
The different linking themes include :-
Competencies , Technology , International dimensions
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
Quality of life consists of :-
Trade off between family , Leisure , Career
Different areas of HR responsibility include :-
Maximum strategic impact , Co-ordinate , Communicate
Strategies towards unions should take into account issues such as :-
The occupation of workers being considered , Productivity differences ,
Human capital differences
Operational issues related to qualitative measures are :-
Stability , Functional integrity , People as expenses
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 128/140
Ingredients of business strategy are :-
Analytical , Visionary , Flexible
The potential for making a major contribution would seem to rest at 3 levels
such as :-Strategic , Operational , Within the human resources
Types of contribution are :-
Exceptional teamwork , Excellence in normal key tasks , High achievement in
a special project
There has to be a clear strategy with regard to the type of knowledge the
organisation wishes to :-
Develop , Store , Able to retrieve
Key targets for strategic activity with regard to employees include :-
Clarify career tracks , Ensure balance , Involve people
In a marketing / service organisation, development includes :-
On the job training , Interpersonal skills , Career path through marketing
The most cost effective approach is :-
To identify core elements , Concentrate efforts on core elements
Research carried out in the UK suggests that core elements in development ofcompetitive advantages are :-
Management development , Career development , Continuous training &
retraining
Outcomes of business strategy :-
Mission statement , Financial projections , Company positioning
Attributes of a quality employee :-
Attitude to quality , Team work , Accuracy
Change in the cultural area calls for an examination of norms and values,
using such group-based methods as :-
Action Research , Data Feedback , Team Building
H R Managers are responsible for:-, ,
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 129/140
Leaders should :-
Be discouraged from announcing that there will be no redundancies ,
Communicate openly about the situation , Should lead to employees trusting
top management
Employee relations strategy is to develop :-Policies , Systems , Procedures
Knowledge management is fundamentally about creating the condition in
which human beings create & share :-
Knowledge , Information , Learning
The 3 dilemmas or choices identified by researchers for managers include :-
Cultural break or cultural sensitivity , PRP as follower or leader , Developing
Management skills
,
-Involvement , Commitment , Conflict
The top initiatives for competitive advantage include :-
Reward innovation , Communicate directions and plans , Identify high
potential employees early
Critical success factors consist of :-
People , Financial performance , Market share
Formal communication includes :-
Senior management presentation , Road shows , Corporate videos
H R has to develop a knowledge management framework which should
provide appropriate infrastructure in the form of :-
Communication technology , Systems design , Application tools
What flourish in the shadow system?
Grapevine , Political behaviour , Networks
Structures were based on :-, ,
In the immediate transition, major events include :-
The appointment of a new board of directors , Other key appointments ,
Redundancies
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 130/140
Dave Ulrich suggests that organizational success will spring from capabilities
such as :-
Speed , Responsiveness , Agility
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?The introduction , Maintenance , Improvement
The effects on external staffing due to the presence of a union are as follows -
The wages, benefits, work rules are clearly known to applicants , The wage
level is generally higher than in comparison firms , The promotion & job
security system is usually based on seniority
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
The different linking themes include :-
Competencies , Technology , International dimensions
Business strategy content are :-
Socio economic , Technological , Political-legal
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
Prof. Peter Smith's concept is related to :-
Cultural Differences , Cross-cultural working , People work together
Typical actions that reduce the scope of activity of an organization include :-
Cost cutting programs , Reduction of capacity , Divestitures
The most cost effective approach is :-
Concentrate efforts on core elements , To identify core elements
H R Managers are responsible for:-
, ,
Primary sources of data are :-
Interviews with senior Management , Interviews and Questionnaires with line
Management , In-depth Questionnaires from human resource staff
In the immediate transition, major events include :-
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 131/140
The appointment of a new board of directors , Other key appointments ,
Redundancies
The distinction between the different levels may vary in different
organisations according to their :-
Size , Complexity , Sophistication of their personnel function
The SHRM contribution could include :-
The development of a joint venture culture , Team building , Development of
flexibility among employees
IT sector employers are looking for :-
Specific skills , Experience , High market value
Quality of life consists of :-
Trade off between family , Leisure , Career
Communication is :-
About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?
The introduction , Maintenance , Improvement
Outcomes of business strategy :-
Financial projections , Company positioning , Mission statement
Some prerequisites of HR team include :-
Interpersonal and consultancy skills , Planning and implementation skills ,
Willingness to learn from other organisation
The 100 day plan addresses most of the integration issues at the level of :-
Human resource matters , Systems , Processes
Forms of employee participation in idea generation are :-
Suggestion schemes , Quality circles , Problem-solving groups
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 132/140
Right people are being :-
Hired , Promoted , Transferred
Critical success factors consist of :-
People , Financial performance , Market share
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
IT sector employers are looking for :-
Specific skills , Experience , High market value
Quality of life consists of :-
Trade off between family , Leisure , Career
Communication is :-About relationship building , Is obvious area for active collaboration between
human resource professionals and the line , Considered a key component of
change management
The unfairness issues are associated with :-
Comparisons with other organizations , Feelings that other classes of
employees in the same organization are more favorably treated
The QWL program provides a framework for co-ordinating what in order to
produce improvements in QWL outcomes?
The introduction , Maintenance , Improvement
Outcomes of business strategy :-
Financial projections , Company positioning , Mission statement
Some prerequisites of HR team include :-
Interpersonal and consultancy skills , Planning and implementation skills ,
Willingness to learn from other organisation
The 100 day plan addresses most of the integration issues at the level of :-
Human resource matters , Systems , Processes
Forms of employee participation in idea generation are :-
Suggestion schemes , Quality circles , Problem-solving groups
Right people are being :-
Hired , Promoted , Transferred
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 133/140
Critical success factors consist of :-
People , Financial performance , Market share
Strategies for securing commitment to change :-
Preparation , Acceptance , Commitment
Strategic management involves :-
Mission & strategy , Formal structure , Human resource system
The different linking themes include :-
Competencies , Technology , International dimensions
Business strategy content are :-
Socio economic , Technological , Political-legal
Training provisions include :-
Type of training provided , How training budgets are controlled , Evaluation
practices
Prof. Peter Smith's concept is related to :-
Cultural Differences , Cross-cultural working , People work together
Typical actions that reduce the scope of activity of an organization include :-
Cost cutting programs , Reduction of capacity , Divestitures
The most cost effective approach is :-
Concentrate efforts on core elements , To identify core elements
H R Managers are responsible for:-, ,
Primary sources of data are :-
Interviews with senior Management , Interviews and questionnaires with line
Management , In-depth questionnaires from human resource staff
In the immediate transition, major events include :-
The appointment of a new board of directors , Other key appointments ,
Redundancies
The distinction between the different levels may vary in different
organisations according to their :-
Size , Complexity , Sophistication of their personnel function
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 134/140
The SHRM contribution could include :-
The development of a joint venture culture , Team building , Development of
flexibility among employees
Key elements of business unit strategy are :-Superior cost position , Superior quality or ability , Superior effectiveness
People's expectations of senior management include :-
Forward planning , Professionalism , Conviction on delivery of the message
For each key process for which we are responsible, ask questions such as :-
How is it measured? , How good is it ? Is it good enough ? , Hw can it be
improved?
Pay system includes :-Type of system , Base rate , Incentive plan
HR Professionals can support alliances through helping and making
differences explicit by :-
Team meetings , Team building , Taking stock if working practices
The following questions enable to identify where the strategic opportunities
may lie :-
Does the organisation have a mission statement ? , Does the organisation have
a set of strategic objectives ? , Are there any relationships within the
organisation causing you particular difficulty
When companies cut back the following categories they create a new set of
problems :-
Managers , Technicians , Professionals
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 135/140
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 136/140
Match The Following
Question
Roger Leek
Gareth Morgan
Arnold Kransdorff
Charles HandyMatch The Following
Question
HR Practices
Sheffield University
CIPD Research
Gallup's Research
Match The Following
Question
Completion of Management Agenda
Impact of HRM to the bottom line3600 Feedback based on
Effects of changing workplace on employees
Match The Following
Question
HR Agenda
HR Practitioners
HR Strategists
Responsibilities of HR
Match The Following
Question
Cultural differences
Peter Smith
Asprey& Garrad
Role of HR
Match The Following
Question
Social Agenda
Operational role
Managerial role
Strategic role
Match The Following Question
Complex organisations use information for
Data Items
Information
Interpretation
Match The Following
Question
11
12
13
7
8
9
10
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 137/140
T&D executives
HR planning
Maximum strategy impact
Unisys
Match The Following
Question
Cost of external failure
Cost of prevention
Cost of appraisal
Cost of internal failure
Match The Following
Question
Classic consultancy cycle
Technology
Dave Ulrich
Gareth Morgan
Match The Following
Question
Tyson of Cranfield
Kinsley
Murlis
Armstrong
Match The Following
Question
Tyson of Cranfield
Kinsley Lord
Murlis
Armstrong
Match The Following
Question
Operational LevelStrategic Decisions
Strategic Level
Managerial Level
18
19
14
15
16
17
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 138/140
Correct Answer
Of the economy
The increased opportunities for traditional vertical mobility
Resulting scrutiny of professional work
Risk taking that upset the culture & style of management
Correct Answer
Human Resource Department
Clients and usersReward and Control
Personnel function
Correct Answer
Lead to better outputs
Intentions of partners are explored
Key players conflict with each other at a number of levels
Key players start to ask questions which explore each other's vision
Correct AnswerInternal business perspective
Build on strengths of brand
Courtesy and care
Operational performance
Correct Answer
Thinking Process
Stars, dogs & cash cows
Academic from McGill University
Logical inscrementalism
Correct Answer
Different approaches to changing an organisation's culture may be more or
less difficult
Formal communication
Change happens in an evolutionary way
Career development in flatter structures project
Strategic HR
ttempted Questions and Answers
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 139/140
Correct Answer
Training & development can support a culture change
An organization has no presence beyond that of the people who bring it to life
Studied organizations which formerly had low rates of staff turnover
Knowledge can give individuals career trading power
Correct Answer
Employee satisfaction
Institute of Work Psychology
Predictive nature of employee satisfaction
Employee Retentions
Correct Answer
UK
Marilyn McDougall & Angela MulvieRange of competencies
Roffey Park
Correct Answer
Retention of Talents
Mentor
Embedded practices
Recruitment
Correct Answer
U S and them', approach
Key areas of cultural differences
Relationship more in terms of a divorce
Assist groups & individuals
Correct Answer
Quality of life
Data storage
Administration of employee procedures
Identify line needs
Correct Answer
Manpower planning
Current date
Age distribution
Are we a `young' or `old; organisation
Correct Answer
8/3/2019 Strategic HR Consolidated
http://slidepdf.com/reader/full/strategic-hr-consolidated 140/140
Full part in strategic planning process
Effective development of an organizational strategy
Job analyses for long-term objectives
International on-line service centre
Correct AnswerThe cost arising outside the organisation due to failure to achieve the quality
specified after the transfer of ownership to the customer
The cost of an action to prevent or reduce defects and failures
The cost of assessing the quality achieved
The costs arising within the organisation due to failure to achieve the quality
specified before the transfer of ownership to the customer
Correct Answer
Gaining Entry
Working Practices
Appropriate risks
Formal Authority
Correct Answer
Companies will have in future to think of different kinds of practices to apply
to employment relationships
Defined 5 main kinds of teams
Common sense is a systematic learnable discipline with a wide range of
explicit competencies