MAN 6366 ORG STAFFING EXAM QUESTIONS AND FULLY
CORRECT ANSWERS
what is seen as a necessary expense? - ANSWER HR
Effective HR practices lead to: - ANSWER - profitability
- customer satisfaction
- productivity
- job satisfaction
- innovation
HR accounts for ____% of employee performance. - ANSWER 26%
a value creating strategy not simultaneous being implemented by any current or
potential competitors and other firms are unable to duplicate the benefits of this
strategy - ANSWER sustainable competitive advantage
4 factors of sustainable competitive advantage - ANSWER 1. valuable
2. rare
3. inimitable
4. no substitutes
individual HR practices may be imitable but _______ & _____ may be unique
to a particular firm and contribute to the creation of specific human capital skills
- ANSWER HR systems & routines
Managers spend time on concerns related to: - ANSWER - retirement planning
- retraining older workers
- motivating 'plateu'ed' employees
- controlling costs of health care and benefits
- attract/retain/train the youth labor force
HR must ensure: - ANSWER - Compliance with immigration or labor laws
,- Systems free of bias
- Culture values diversity
- Recruit, hire and develop diverse employees
describes what employees and employers expect from the employment
relationship - ANSWER psychological contract
types of flexible staffing practices - ANSWER - flexible work schedules
- compressed work schedules (instead of five 8 hour days, have four 10 hour
days)
- contingent workers (independent contractors, on-call workers, temporary
workers)
3 technological changes: - ANSWER 1. HRIS
2. e-business
3. virtual teams
anytime access information on training, benefits, compensation, policies, job
listings, etc - ANSWER HRIS/e-HRM
affects labor laws, job requirements, employee motivation, and recruiting -
ANSWER e-business
allow for geographically dispersed talent to work interdependently on a task -
ANSWER virtual teams
translating principles based on best evidence into organizational practice,
bringing rationality to the decision making process - ANSWER evidence-based
management
fields that use evidence based management: - ANSWER - medicine
-education
- marketing
- rehab
- psychology
what is the goal of this class? - ANSWER gather the best possible evidence to
help us improve managers (staffing) decision quality
, generalizable knowledge regarding cause-effect connections derived from
scientific methods, specific goals promote high attainment than general or
vague goals. - ANSWER Big 'E' evidence
data systematically gathered in a particular setting to inform local decisions,
rigorous situational assessment / job analysis - ANSWER Little 'e' evidence
reasons managers are resistant to evidence-based management? - ANSWER -
Undermines formal authority
- constrains ability to make decisions
- value speed of decisions over accuracy
- diminishes value of their previous experience
- status-quo bias
- lack of understanding
- uncertainty regarding information quality
is a specialist periodical focusing on HR managers with very strong practitioner
focus - ANSWER HR magazine
evidence based managers are: - ANSWER -multidisciplinary
- adaptable
- self-critical
- cautious
- empirical
incorporate and aggregate information from different sources - ANSWER
multidisciplinary
update (or change) their decision when newer or better information becomes
available - ANSWER adaptable
acknowledge the limitations of their abilities and avoid being overconfident -
ANSWER self-critical
express their predictions in probabilistic terms and consider multiple options -
ANSWER cautious
CORRECT ANSWERS
what is seen as a necessary expense? - ANSWER HR
Effective HR practices lead to: - ANSWER - profitability
- customer satisfaction
- productivity
- job satisfaction
- innovation
HR accounts for ____% of employee performance. - ANSWER 26%
a value creating strategy not simultaneous being implemented by any current or
potential competitors and other firms are unable to duplicate the benefits of this
strategy - ANSWER sustainable competitive advantage
4 factors of sustainable competitive advantage - ANSWER 1. valuable
2. rare
3. inimitable
4. no substitutes
individual HR practices may be imitable but _______ & _____ may be unique
to a particular firm and contribute to the creation of specific human capital skills
- ANSWER HR systems & routines
Managers spend time on concerns related to: - ANSWER - retirement planning
- retraining older workers
- motivating 'plateu'ed' employees
- controlling costs of health care and benefits
- attract/retain/train the youth labor force
HR must ensure: - ANSWER - Compliance with immigration or labor laws
,- Systems free of bias
- Culture values diversity
- Recruit, hire and develop diverse employees
describes what employees and employers expect from the employment
relationship - ANSWER psychological contract
types of flexible staffing practices - ANSWER - flexible work schedules
- compressed work schedules (instead of five 8 hour days, have four 10 hour
days)
- contingent workers (independent contractors, on-call workers, temporary
workers)
3 technological changes: - ANSWER 1. HRIS
2. e-business
3. virtual teams
anytime access information on training, benefits, compensation, policies, job
listings, etc - ANSWER HRIS/e-HRM
affects labor laws, job requirements, employee motivation, and recruiting -
ANSWER e-business
allow for geographically dispersed talent to work interdependently on a task -
ANSWER virtual teams
translating principles based on best evidence into organizational practice,
bringing rationality to the decision making process - ANSWER evidence-based
management
fields that use evidence based management: - ANSWER - medicine
-education
- marketing
- rehab
- psychology
what is the goal of this class? - ANSWER gather the best possible evidence to
help us improve managers (staffing) decision quality
, generalizable knowledge regarding cause-effect connections derived from
scientific methods, specific goals promote high attainment than general or
vague goals. - ANSWER Big 'E' evidence
data systematically gathered in a particular setting to inform local decisions,
rigorous situational assessment / job analysis - ANSWER Little 'e' evidence
reasons managers are resistant to evidence-based management? - ANSWER -
Undermines formal authority
- constrains ability to make decisions
- value speed of decisions over accuracy
- diminishes value of their previous experience
- status-quo bias
- lack of understanding
- uncertainty regarding information quality
is a specialist periodical focusing on HR managers with very strong practitioner
focus - ANSWER HR magazine
evidence based managers are: - ANSWER -multidisciplinary
- adaptable
- self-critical
- cautious
- empirical
incorporate and aggregate information from different sources - ANSWER
multidisciplinary
update (or change) their decision when newer or better information becomes
available - ANSWER adaptable
acknowledge the limitations of their abilities and avoid being overconfident -
ANSWER self-critical
express their predictions in probabilistic terms and consider multiple options -
ANSWER cautious
