C200 OBJECTIVE ASSESSMENT
QUESTIONS AND ANSWERS
v________________ the process of planning, acquiring, deploying, and retaining employees that enables
the organization to meet its talent needs and execute its business strategy. - Staffing
One Role of HRM is to staff the most qualified and appropriate employees to support the company in
meeting its _____. - Business Strategy
Performance management and rewards must be aligned with _______. - Training goals
What are two of the most important management problems businesses face today? - Training and
recruitment
____________________ involves aligning individual employees' goals and behaviors with organizational
goals and strategies, appraising and evaluating past and current behaviors and performance, and
providing suggestions for improvement. - Performance Management
______________________ is an important step in performance management wherein an employee is
given frequent feedback about what they should be doing and how well they are doing it - Performance
Feedback
_________________ refers to the sum of all of the rewards employees receive in exchange for their
time, efforts, and performance - Total rewards
Total Rewards is comprised of what 3 types of compensation? - (Direct financial, indirect financial, and
non-financial)
Compensation received in the form of salary, wages, commissions, stock options, or bonuses - Direct
financial compensation
Any and all financial rewards not considered direct financial compensation, including health insurance,
wellness benefits, paid vacations, and free meals - indirect financial compensation
Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards
received from the job itself or from the physical or psychological work environment (e.g., feeling
successful or appreciated) - Nonfinancial compensation
Workplace health and safety includes the following topics (7) - wellness
fire and food safety
ergonomics
injury management
disaster preparedness
,industrial hygiene
bullying / workplace violence
Employee-management relations ultimately determine the employment rights of who? - employers and
employees
Employment relations (or industrial relations) focuses on what type of employment situations? -
Unionized
Benefits of an effect HRM system? (7) - 1. Improve organizational efficiency. Contribute to revenue
growth.
2.Increase employees' understanding of their responsibilities and how they relate to the organization's
mission, business strategy, and goals.
3.Develop and enhance employee capabilities and talents to enable strategic execution and goal
attainment.
4.Equitably link rewards to responsibility level and performance.
5.Promote the efficient and effective utilization of employees' skills and knowledge.
6.Increase employee engagement, effort, and performance. Increase the organization's ability to manage
change. 7.Decrease an organization's legal liability for compliance with employment laws.
HRM influences organizational performance through its influence on _____. - (efficient systems and
processes)
Managing human resources strategically helps organizations manage four primary types of risk, what are
the 4 types of risk? - (Strategic, Operational, Financial, Compliance)
____________: HRM initiatives can affect business strategy. These may include the overall talent
strategy, company culture, ethics, investments in people, and the implementation of change initiatives. -
Strategic risk
_______________: These risks can influence an organization's ability to execute the business strategy.
HRM affects the speed and the effectiveness of talent acquisition as well as the development of
employees' skills and the identification and retention of top performers. - Operational risk
__________________: HRM performance affects the organization's workforce costs and productivity
directly through compensation, benefits, turnover, overtime, and time-to-hire and indirectly through
errors, accidents, delays, and lost production. - Financial risk
______________: Every employment-related decision can have legal ramifications, particularly in the
areas of diversity, health and safety, union relations, whistleblowers, and harassment. - Compliance risk
Which type of risk management encompasses the HRM initiatives to strengthen ethical awareness and
company culture? - (Strategic risk)
Which type of risk management involves the speed and effectiveness of talent acquisition, development
of employees, and retention of top performers? - (Operational risk)
, Which type of risk management is associated with the reduction of cost in hiring employees? - (Financial
Risk)
Which type of risk management involves consideration of legal issues in terms of diversity, health and
safety, union relations, whistleblowers, and harassment? - (Compliance risk)
A company's __________ defines how the firm will compete in its marketplace, and should reflect what
the organization's customers want, what the firm wants, and what the firm can cost-effectively deliver -
(business strategy)
___________ results from the ability to leverage resources and capabilities that derive in part from its
talent. - (Competitive advantage)
________: is a system of beliefs about how its employees should be treated - talent philosophy
Talent philosophy includes: (4) - - value placed on diversity
- ethics
- longevity at the company
- employee to be viewed as assets or investors
__________ links the entire human resource function with the firm's business strategy. It aligns a
company's values and goals with the behaviors, values, and goals of employees and influences the
strategies of each of the firm's human resource functions, including staffing, performance management,
training and development, and compensation. - ( human resource strategy)
________ is a set of individual attributes that enable you to influence individuals, groups, and
organizations from diverse socio/cultural/institutional systems - (Global Mindset)
_______ are a way for organizations to achieve growth, expand internationally, and respond to industry
deregulation. - (Mergers and Acquisitions)
Mergers and acquisitions often fail because of what? - (Culture issues)
Managing organizational change is the responsibility of which type of manager? - (Human resources
manager)
_________ document the organization's HRM policies and procedures, and they are very important in
helping employees learn about the company's HRM policies. - ( Employee handbooks)
A __________ centralizes the routine, transaction-based HRM activities, including payroll, benefits
administration, and employee exit surveys; can prevent redundancies and save money - (shared service
center)
________ is the hiring of an external vendor to do work rather than doing it internally. - (Outsourcing)
A _____________ is a company that leases workers to companies that need them for a fee, ranging from
2 to 7 percent of the worker's gross wages - i.e. consultants. - professional employer organization
QUESTIONS AND ANSWERS
v________________ the process of planning, acquiring, deploying, and retaining employees that enables
the organization to meet its talent needs and execute its business strategy. - Staffing
One Role of HRM is to staff the most qualified and appropriate employees to support the company in
meeting its _____. - Business Strategy
Performance management and rewards must be aligned with _______. - Training goals
What are two of the most important management problems businesses face today? - Training and
recruitment
____________________ involves aligning individual employees' goals and behaviors with organizational
goals and strategies, appraising and evaluating past and current behaviors and performance, and
providing suggestions for improvement. - Performance Management
______________________ is an important step in performance management wherein an employee is
given frequent feedback about what they should be doing and how well they are doing it - Performance
Feedback
_________________ refers to the sum of all of the rewards employees receive in exchange for their
time, efforts, and performance - Total rewards
Total Rewards is comprised of what 3 types of compensation? - (Direct financial, indirect financial, and
non-financial)
Compensation received in the form of salary, wages, commissions, stock options, or bonuses - Direct
financial compensation
Any and all financial rewards not considered direct financial compensation, including health insurance,
wellness benefits, paid vacations, and free meals - indirect financial compensation
Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards
received from the job itself or from the physical or psychological work environment (e.g., feeling
successful or appreciated) - Nonfinancial compensation
Workplace health and safety includes the following topics (7) - wellness
fire and food safety
ergonomics
injury management
disaster preparedness
,industrial hygiene
bullying / workplace violence
Employee-management relations ultimately determine the employment rights of who? - employers and
employees
Employment relations (or industrial relations) focuses on what type of employment situations? -
Unionized
Benefits of an effect HRM system? (7) - 1. Improve organizational efficiency. Contribute to revenue
growth.
2.Increase employees' understanding of their responsibilities and how they relate to the organization's
mission, business strategy, and goals.
3.Develop and enhance employee capabilities and talents to enable strategic execution and goal
attainment.
4.Equitably link rewards to responsibility level and performance.
5.Promote the efficient and effective utilization of employees' skills and knowledge.
6.Increase employee engagement, effort, and performance. Increase the organization's ability to manage
change. 7.Decrease an organization's legal liability for compliance with employment laws.
HRM influences organizational performance through its influence on _____. - (efficient systems and
processes)
Managing human resources strategically helps organizations manage four primary types of risk, what are
the 4 types of risk? - (Strategic, Operational, Financial, Compliance)
____________: HRM initiatives can affect business strategy. These may include the overall talent
strategy, company culture, ethics, investments in people, and the implementation of change initiatives. -
Strategic risk
_______________: These risks can influence an organization's ability to execute the business strategy.
HRM affects the speed and the effectiveness of talent acquisition as well as the development of
employees' skills and the identification and retention of top performers. - Operational risk
__________________: HRM performance affects the organization's workforce costs and productivity
directly through compensation, benefits, turnover, overtime, and time-to-hire and indirectly through
errors, accidents, delays, and lost production. - Financial risk
______________: Every employment-related decision can have legal ramifications, particularly in the
areas of diversity, health and safety, union relations, whistleblowers, and harassment. - Compliance risk
Which type of risk management encompasses the HRM initiatives to strengthen ethical awareness and
company culture? - (Strategic risk)
Which type of risk management involves the speed and effectiveness of talent acquisition, development
of employees, and retention of top performers? - (Operational risk)
, Which type of risk management is associated with the reduction of cost in hiring employees? - (Financial
Risk)
Which type of risk management involves consideration of legal issues in terms of diversity, health and
safety, union relations, whistleblowers, and harassment? - (Compliance risk)
A company's __________ defines how the firm will compete in its marketplace, and should reflect what
the organization's customers want, what the firm wants, and what the firm can cost-effectively deliver -
(business strategy)
___________ results from the ability to leverage resources and capabilities that derive in part from its
talent. - (Competitive advantage)
________: is a system of beliefs about how its employees should be treated - talent philosophy
Talent philosophy includes: (4) - - value placed on diversity
- ethics
- longevity at the company
- employee to be viewed as assets or investors
__________ links the entire human resource function with the firm's business strategy. It aligns a
company's values and goals with the behaviors, values, and goals of employees and influences the
strategies of each of the firm's human resource functions, including staffing, performance management,
training and development, and compensation. - ( human resource strategy)
________ is a set of individual attributes that enable you to influence individuals, groups, and
organizations from diverse socio/cultural/institutional systems - (Global Mindset)
_______ are a way for organizations to achieve growth, expand internationally, and respond to industry
deregulation. - (Mergers and Acquisitions)
Mergers and acquisitions often fail because of what? - (Culture issues)
Managing organizational change is the responsibility of which type of manager? - (Human resources
manager)
_________ document the organization's HRM policies and procedures, and they are very important in
helping employees learn about the company's HRM policies. - ( Employee handbooks)
A __________ centralizes the routine, transaction-based HRM activities, including payroll, benefits
administration, and employee exit surveys; can prevent redundancies and save money - (shared service
center)
________ is the hiring of an external vendor to do work rather than doing it internally. - (Outsourcing)
A _____________ is a company that leases workers to companies that need them for a fee, ranging from
2 to 7 percent of the worker's gross wages - i.e. consultants. - professional employer organization
