Scheduled maintenance: Saturday, September 10 from 11PM to 12AM PDT Show
Home Subjects Expert solutions Create Log in Sign up Upgrade to remove ads Only ₩37,125/year
Terms in this set (47)How do succession planning and workforce planning compare in terms of targeted employee groups? a) succession planning focuses on middle- and upper-level management. a What practice helps to avoid problems with pay compression? a) providing the same raises to all employees b An economical shift from value created by manufacturing to value created by knowledge results in a noticeable increase in the use of what type of worker? a) telecommuting a What is a good strategy to use a localization approach to global HR management? a) when there are too many laws and political issues that require compliance in the host country a What is the impact that a service level agreement has when an organization moves from licensing software to software as a service (SaaS)? a) it does not define concerns over users' pay-per-use c Which policy represents a pre-departure retention method that could be used to mitigate expatriate turnover? a) maintain strong, regular lines of communication d Which step of Kotter's change management model is in use if a CEO asks several senior executives to assemble a group of managers and employees from all areas of the organization to lead a new change effort? a) establishing
a sense of urgency for the transformation c What information is likely to have the most significant effect on the demand analysis step of workforce planning? a) estimates of the amount of time it takes to fill open positions ? What will most likely be achieved through adopting a transnational model? a) a high level of local responsiveness ... What is the crucial starting point for an organization that is implementing a shared value program? a) reporting and analyzing c
Which action best supports compensation plans to ensure equal pay? a) conduct a job evaluation to provide objective justification A (job eval is intertwined with org's concern for pay equity) What is one of the most common criticisms of the 360-degree feedback system? a) it is difficult to use for all positions in an organization d Which type of conflict improved a group's performance? a) intragroup b How can a manager best use HRM policies and practices to align employees' skills and behaviors with the organization's strategic goals? a) perform job analyses to ensure employees understand their job tasks, duties, and responsibilities (a or d) Which action would be most important in building trust with a colleague? a) socializing outside work more frequently b Which HR metric is most relevant to an organization concerned with tracking labor costs? a) time to fill d (a metric for ROI) According to the balanced scorecard approach, which key performance indicator falls under the internal business processes area? a) mystery shopper score of 80& for the branch b (ISO 9001 is the international standard for providing products that meet regulatory requirements for quality) After completing a balanced scorecard for the HR function, a leader proposed revising the performance management system to require evidence of completed certifications and/or training every year. What area of the balanced scorecard is the leader focusing on? a) learning and growth a
Which is an example of a leader demonstrating emotional intelligence through self-management? a) remaining calm under pressure a (through self-management) Which is the best example of a benchmarked job? a) a position serving as the basis of the salary structure d Which example best describes how supervisors use politics in performance appraisal? a) evaluating an employee's performance without taking into account a noticeable decline in the
employee's loyalty b (activities within an organization that are aimed at improving someone's status or position and are typically considered to be devious or divisive) Which is a challenge in implementing the shared services model approach to HR? a) increasing dedicated HR resources ? Which is the most effective way for HR professionals to align organizational effectiveness and development (OED) interventions with their organization's goals? a) Involving managers in the development of training activities d What would indicate a cultural shift as a result of an OED change initiative? a) Number of cultural assessments collected b Based on an analysis of future skills needed, an organization implements two new training courses. What type of intervention is this? a) task d Which best describes the situation most likely to use a narrow span of control? a) Significantly experienced subordinates b HR is asked to advise on ways to help a development team become fully functional as quickly as possible. The team is dispersed geographically and faces very short deadlines. What team-building solution would you prioritize? a) Face-to-face socialization meetings c Which is an advantage of a best-of-breed (BOB) HRIS solution over an integrated solution?
a) BOB solution features a common look and feel across applications, making learning and transitions easier. c. other options are integrated solution. T/F. Weingarten does not apply to nonunion employees, so employers are not required to allow union representation at an investigatory interview of a nonunion member. Weingarten does not cover unfair labor practices or participation in picket lines. T What data analysis tool should be used to show the relationship between employees' formal education and job performance ratings? a) Pie chart C. scatter diagrams Scatter diagrams are used to show relationships between two variables-in this case, education level and performance rating. Which type of HR structure allows organizations with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs? a) Dedicated A - dedicated. A dedicated HR structure meets this need and allows the business unit HR staff to develop local policies and practices. This is in some ways a "corporatized" HR, with an HR function at headquarters and separate HR functions located at (or "embedded") in separate business units. Which solution would best resolve a growing problem with absenteeism? a) Focusing on results, not behaviors, of employees C. Administration of the attendance policy will remind employees that absenteeism is not acceptable. Applying the policy consistently will be evidence that the organization holds each employee to the same standard. Focus groups are not an effective forum in which to discuss noncompliance with basic attendance policies. Although it is important to focus on results, results are not always visible and do not replace the need for a consistent attendance policy. When administered in the same way in different countries, which assessment approach would provide the most consistent results in collecting information on job candidates? a)
One-on-one interviewing b. The evaluation of work samples will probably provide the most consistent results because of the direct relationship between the test situation and the work situation. The interviewing approaches may be very effective, but they are likely to be inconsistent because of the different perspectives of the observers. Responses to psychological tests are likely to be very much affected by cultural differences. When designing a training program, which should a global HR professional consider first? a) Local differentiation and stakeholder support a. Local differentiation and stakeholder support have implications for all aspects of the training analysis, design, development, and evaluation process. These precede the other issues mentioned. An HR director is creating a talent acquisition strategy. What should the director do first to incorporate risk management into the plan? a) Evaluate the effectiveness of current risk controls. d. The first step in creating a strategy with a risk management component is to understand the organization's willingness to take on risk (e.g., by hiring candidates with unconventional qualifications) and tolerance to possible loss (e.g., hiring candidates who may decide to move on quickly). Identifying and analyzing risks and developing risk controls are most effectively performed after risk managers understand the context of risk in the organization. Leadership has tasked HR with outlining an effective change management plan. What is the first thing HR should do to help manage the change in the organization? A. Communicate the change management plan to all of the employees. c., because HR needs to first ensure that it understands the direction leadership wants for the company. A is incorrect bc HR must first work with leadership to fully understand what the new direction of the organization will be and what specific changes will be made. T/F. Pay increases do not encourage long-term engagement. They are a short-term solution and do not usually encourage employees to stay. true Which action should an HR director recommend that leaders take that would proactively support a union avoidance strategy? A. Tracking employee engagement scores, looking for and addressing the issues as they arise B. Building and sustaining a culture of trust between employees and management is one of the most successful strategies for avoiding unionization. A is incorrect. This is a reactive rather than proactive
strategy for union avoidance. Engagement scores will identify that a problem exists, whereas the intent of a proactive strategy is to prevent the problem from developing. After careful research, the HR director learns that many similar organizations have successfully implemented a shared services model with focused HR business partners, centers of excellence, and a centralized HR service center. Which approach is best for the HR director to take to determine the viability of this option? A. Define new roles based upon a shared services model and present the information to the leadership team. C. Developing a business case for this potential change will help to guide HR's research and prepare a data-based discussion with the CEO and the leadership team. A manager has been assigned to lead a team of employees in organizing corporate-wide participation for a community event next month. The manager knows that in order to meet the goals of the effort, she must make sure that the tasks and expectations are clear and that she provides plenty of direction. What leadership theory is the manager following? a) Fiedler's contingency theory a. How is a growth-share matrix used in a large organization? a) To analyze the concept of systems thinking across the organization B. The growth-share matrix is used in large organizations to assess what type of value their divisions, investments, or products produce. The vertical axis measures the rate of growth, and the horizontal axis measures the market share or competitive position in the market. Which of the following employment practices would an HR director recommend to increase employees' behavioral engagement levels? a) Implement delegation training for managers. d. Behavioral engagement occurs when both trait engagement (possessing traits like initiative, curiosity, and risk taking) and state engagement (for example, increasing autonomy and control over work) exist and are manifested in how employees approach their jobs. Which recruitment metric can help to assess the economic value of filling an open position? cost per hire What legal principle is followed by national policies requiring affirmative action to prevent discrimination? a) Equal opportunity c. Reservation is often based on the concept that historic national discrimination against a given minority requires counterbalancing favorable affirmative action. Which is an advantage of having job descriptions in a global environment? a) They reduce payroll costs because all salaries are set. d. What challenge to effective cross-cultural communication is faced by an organization that believes that its way is the best way and that lacks interest in other ways of reaching a goal? a) Cultural
determinism b Which legal process requires proof of employment law violation before the government can impose a fine? a) Conflict of laws b) Sets with similar termsOrganization227 terms vjahrens SCP195 terms mathewjohnston Knowledge tests117 terms nicole_nordlicht SHRM-CP Practice Test144 terms Jessica_Sabedra Sets found in the same folderPractice Test154 terms slwalbridge SHRM CP EXAM398 terms kelgal123 Practice Test- SHRM CP133 terms anderlau000 FA 6 - Structure of the HR Function130 terms Person5176 Other sets by this creatorFA 15 - U.S. Employment Law and Regulations250 terms Person5176 BoK64 terms Person5176 HRC 5 - Critical Evaluation107 terms Person5176 HRC 4 - Consultation39 terms Person5176 Other Quizlet setsTheory - Unit 8 (Test 3)30 terms AmandaJane2012 Sociology; Gays as victims of stigma47 terms madeha17 EMT Big Exam 432 terms acesancho Related questionsQUESTION These students did steady work throughout the semester. 8 answers QUESTION What category of risk represents the risks that are inherent in an organization's operations? 5 answers QUESTION What is qualifier 431 that relates to box item 14? 3 answers QUESTION The format of the WBS dictionary is essentially the same for all projects. 15 answers What's the difference between succession planning and workforce planning?In essence, workforce planning is concerned with the quantity and skills of the workforce 'as a whole' within a team/service/organisation, whereas succession planning is concerned with the requirements related to specific/critical posts.
How does succession planning apply to workforce planning?Succession planning complements and is a follow-up to workforce planning. It is intended to help assess short-term (1-3 years) staffing requirements to ensure there is a potential talent pool available to meet the organization's goals and objectives.
What is the relationship between HR planning and succession planning?Human Resource Planning and Succession Planning Human Resource Planning assesses present and future human resource requirements so as to achieve organizational goals; whereas succession planning spots important positions in the organization chain of command and trains successors to take over at the exit of the ...
Does workforce planning include succession planning?Another aspect of effective workforce planning is succession planning. Succession planning is used by organizations to identify and prepare suitable employees to fill key positions when current employees leave their jobs.
|
How do succession planning and workforce planning compare in terms of the targeted employee groups answers?
zusammenhängende Posts
Urheberrechte © © 2024 IlerngutCOM Inc.
