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MULTIPLE CHOICE 1. Which of the following is typically the first step in the str

MULTIPLE CHOICE 1. Which of the following is typically the first step in the strategic planning process for organizations? a. Organizational mission b. SWOT analysis c. Formulating organizational strategy d. Establishing goals and objectives 2. Which of the following is typically the last step in the strategic planning process for organizations? a. Formulating supporting functional strategies b. Evaluating and reassessing strategy c. Establishing goals and objectives d. Stating the organizational mission 3. Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken’s next step in the strategic planning process? a. Evaluate and reassess strategy b. Implement strategy c. Establish goals and objectives d. Formulate supporting functional strategies 4. Kurt, a manager at LionShare LLC., is responsible for the strategic planning process in his organization. He is currently at the stage of implementing the strategy. Which of the following stages of strategic planning would have Kurt engaged in just before he moved on to implementation? a. Stating the organizational mission b. Conducting a SWOT analysis c. Establishing goals and objectives d. Formulating supporting functional strategies 5. Which of the following best defines multinational corporations? a. An organization that has facilities and other assets in at least one country other than its home country b. An organization that imports goods from other countries to its home country c. An organization that exports goods from its home country to other countries d. An organization that has facilities and other assets only in its home country 6. Which of the following is best classified as an ethnocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. 7. Which of the following is best classified as a polycentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. 8. Which of the following is best classified as a geocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. 9. Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals from the same geographic area as the subsidiary. 10. Which of the following is typically the first step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce 11. Which of the following is typically the last step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce 12. Mark, an HR manager, is responsible for the HR planning process in his organization. He has reviewed the organization’s strategic plans. Which of the following is most likely to be Mark’s next step in the planning process? a. Develop HR staffing plans and actions b. Compile HR planning forecasts c. Implement HR staffing plans and actions d. Assess external and internal workforce 13. Which of the following is a factor of the external environment in an organization? a. Leadership bench strength b. Organizational culture c. Quality of talent d. Competitive forces 14. Which of the following is a factor of the internal environment in an organization? a. Quality of talent b. Economic forces c. Political forces d. Competitive forces 15. The term _____ refers to the process of identifying a plan for the orderly replacement of key employees. a. attrition b. succession planning c. due diligence d. benchmarking 16. Which of the following is a judgmental method of HR forecasting? a. Simulation models b. Estimates c. Staffing ratios d. Productivity ratios 17. Which of the following is a mathematical method of HR forecasting? a. The rule of thumb b. Estimates c. Staffing ratios d. Nominal groups 18. _____ is a mathematical HR forecasting method that involves making a comparison of past relationships among various factors. a. Statistical regression analysis b. Productivity ratio c. Staffing ratio d. Delphi technique 19. _____ refers to the judgmental method of HR forecasting that relies on general guidelines applied to a specific situation within the organization. a. Statistical regression analysis b. Rule of thumb c. Delphi technique d. Simulation model 20. A(n) _____ refers to the judgmental method of HR forecasting that requires experts to meet face to face. a. simulation model b. Estimate c. nominal group d. regression analysis 21. Internal Supply for next year = _____. a. Current staffing level + Projected outflows this year + Projected inflows this year b. Current staffing level – Projected outflows this year – Projected inflows this year c. Current staffing level + Projected outflows this year – Projected inflows this year d. Current staffing level – Projected outflows this year + Projected inflows this year 22. Which of the following is a source of inflow in the current staffing level? a. Internal transfers b. Turnover c. Demotions d. Retirements 23. Which of the following is a source of outflow in the current staffing level? a. External hires b. Promotions c. Recalls d. Internal transfers 24. Which of the following is an effective method of managing a talent surplus? a. Outsourcing to a third party b. Using contingent workers c. Freezing hiring d. Increase employee work hours through overtime 25. Which of the following is an effective method for managing a talent shortage? a. Reducing employee work hours b. Encouraging attrition c. Implementing voluntary separation programs d. Outsourcing to a third party 26. Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act? a. Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves. b. Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment. c. Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment. d. Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves. 27. Which of the following is true of the Older Workers Benefit Protection Act? a. The act requires employers to disclose the ethnicity and gender of both terminated and retained employees in layoff situations. b. The act requires employers to disclose the ages of both terminated and retained employees in layoff situations. c. The act requires employers to disclose ages of only the terminated employees in layoff situations. d. The act requires employers to disclose ages of only the retained employees in layoff situations. 28. Which of the following is true of the Worker Adjustment and Retraining Notification Act? a. It requires private or commercial organizations that employ 20 or more full-time workers who have worked more than a year with the organization to give a 30-day notice before implementing a layoff or facility closing that involves more than 10 people. b. It requires private and commercial organizations that employ 50 or more full-time employees who have worked more than three months in the previous year to give a 45-day notice before implementing a layoff or facility closing that involves more than 30 people. c. It requires private or commercial organizations that employ 100 or more full-time workers who have worked more than six months in the previous year to give a 60-day notice before implementing a layoff or facility closing that involves more than 50 people. d. It requires private or commercial organizations that employ more than 50 or more full-time workers who have worked more than a year with the organization to give a 30-day notice before implementing a layoff or facility closing that involves more than 20 people. 29. Which of the following is a consequence that employers face when they violate the WARN Act? a. Delisting from the stock exchange b. Revocation of trade licenses c. Imposition of trade embargo d. Incurring heavy fines 30. Which of the following is an HR activity that should be performed before engaging in mergers and acquisitions? a. Conducting due diligence b. Retaining key talent c. Optimizing workforce d. Recognizing cultural differences 31. Which of the following is an HR activity that should be conducted during integration in mergers and acquisitions? a. Assessing risks b. Retaining key talent c. Identifying possible conflicts d. Conducting due diligence 32. Which of the following is an HR activity to be performed post integration in mergers and acquisitions? a. Assessing risks b. Retaining key talent c. Identifying and establishing new culture d. Conducting due diligence 33. During mergers and acquisitions, risk must be assessed _____. a. post integration b. after making the deal c. before making the deal d. during integration 34. During mergers and acquisitions, the workforce must be optimized _____. a. post integration b. pre integration c. before making the deal d. during integration 35. Which of the following best defines the term ‘effectiveness’? a. The degree to which operations are done in an economical manner b. The ability to produce a specific desired effort or result that can be measured c. The degree to which operations are done in the least possible time d. The ability to produce a specific desired effort or result that cannot be measured 36. HR-to-employee ratio is classified as a(n) _____ metric of Resource. a. training b. development c. HR staff and expenses d. compensation 37. Cost per hire is classified as a _____ metric of Resource. a. development b. training c. compensation d. staffing 38. Annual wages and pay increases are classified as a _____ metric of Resource. a. compensation b. training c. development d. staffing 39. Average tenure of employees is classified as a _____ metric of Resource. a. Compensation b. Training c. retention and quality d. Development 40. Positions filled internally are classified as a _____ metric of Resource. a. Compensation b. Training c. retention and quality d. Development 41. Which of the following best defines HR analytics? a. An evidence-based approach to making HR decisions on the basis of quantitative tools and models b. An assumption-based approach to making HR decisions on the basis of quantitative tools and models c. An evidence-based approach to making HR decisions on the basis of qualitative tools and models d. An assumption-based approach to making HR decisions on the basis of qualitative tools and models 42. In the balanced scorecard framework, operational effectiveness is classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities 43. In the balanced scorecard framework, which of the following factors would considered most important to ensure that the organization is meeting customer expectations? a. profit and loss b. institutional knowledge c. customer satisfaction d. utilization of capital 44. In the balanced scorecard framework, employee capabilities are classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities 45. In the balanced scorecard framework, utilization of capital is classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities 46. Which of the following is the function of compliance audits? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement 47. Which of the following is the function of benefit programs audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement 48. Which of the following is the function of I-9 audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations 49. Which of the following is the function of specific program audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing particular HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement TRUE/FALSE 1. The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle. 2. The SWOT analysis helps managers in formulating a strategic plan that considers the organization’s ability to deal with the situation at hand. 3. Implementing the strategy is typically the last step in the strategic planning process. 4. Instead of making a choice, a good strategy will try to accommodate many different demands and interests. 5. Good strategies involve an accurate diagnosis of the challenge, an approach to overcome the obstacles, and a focus on coherent actions to make the approach work. 6. Organizational strategy is independent of Resource management. 7. A multinational corporation, sometimes called a transnational corporation, is an organization that has facilities and other assets in at least one country other than its home country. 8. The policy of assigning host-country nationals to key staff positions in offshore organizations is known as the ethnocentric policy of global staffing strategies. 9. Assigning an international cadre of skilled managers to global subsidiaries regardless of their nationality is known as the polycentric policy of global staffing strategies. 10. The policy of filling key positions with individuals in the region of the subsidiary in offshore organizations is known as the polycentric policy of global staffing strategies. 11. The focus of HR planning is to ensure that the organization has the right number of Resources, with the right capabilities, at the right times, and in the right places. 12. In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention. 13. The internal environment of planning includes economic, political, and competitive forces that will shape the future. 14. The external environment of planning includes the quality and quantity of talent, the organizational culture, and the talent pipeline and leadership bench strength. 15. Short-range forecasts focus on the immediate HR needs of an organization. 16. Intermediate-range plans usually project one to three years into the future. 17. Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premium themselves. 18. The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages of both terminated and retained employees in layoff situations, and waiver of rights to sue for age discrimination must meet certain requirements. 19. The Worker Adjustment and Retraining Notification Act (WARN) requires private or commercial organizations that employ 100 or more full-time-workers who have worked more than six months in the previous year to give a 60-day notice before implementing a layoff or facility closing that involves more than 50 people. 20. After a deal for a merger is closed, the focus of HR activity should be on due diligence. 21. The value for HR practices cannot be measured. 22. People-related costs are typically the smallest controllable expense in organizations. 23. “Percentage of employees with career plan” is an example of the development HR metric. 24. Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice. 25. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. 26. Revenue per employee is a basic measure of capital effectiveness. 27. The formula for calculating the potential ROI for a new HR activity = operating cost for a new or enhanced system for a time period + one-time cost of acquisition and implementation/value of gains from productivity improvements for the time period. 28. The formula for calculating capital value added = Revenue – (Operating Expense – (Compensation + Benefit Costs)) / Full-Time Head Count 29. The formula for calculating capital return on investment = Revenue +(Operating Expense +(Compensation – Benefits Cost)) / (Compensation – Benefit Cost) 30. economic value added = Net profit before taxes + Cost of capital / Full-time head count SHORT ANSWER 1. Define strategic planning. 2. Define organizational mission. 3. Define strategic HR management. 4. Describe how HR professionals can contribute to the strategic planning process. 5. Define Resource planning. 6. Define forecasting. 7. Define severance benefits. 8. Define due diligence. 9. Describe the four important factors in changing organizational culture. 10. Describe the characteristics that should be considered when developing HR metrics and analytics. ESSAY 1. Describe the strategic planning process for organizations. 2. Discuss global staffing strategies. 3. Describe the Resource planning process. 4. Discuss environmental analysis. 5. Discuss current and future jobs audit and the key questions that are addressed during internal jobs assessment. 6. Discuss forecasting methods and periods. 7. Discuss forecasting the supply of Resources. 8. Discuss the legal considerations for workforce reduction. 9. Discuss the role of HR during the integration stage of mergers and acquisitions. 10. Discuss balanced scorecard.

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