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GB 370 Exam 3 Ole Miss Questions and Answers with
Solutions UPDATED!!!!
strategic human resource management (SHRM) - ANSWER An
organizational level approach to human resources management
with a concern for the effects of HRM practices on firm
performance.
human capital - ANSWER The collective sum of the attributes,
life experience, knowledge, inventiveness, energy, and
enthusiasm that people choose to invest in their work.
Job design - ANSWER The process of putting together various
elements to form a job, bearing in mind organizational and
individual worker requirements
war for talent - ANSWER Competition between organizations to
attract and retain the most able employees.
talent management - ANSWER Anticipating the need for human
capital and setting a plan to meet it.
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succession planning - ANSWER A process whereby an
organization ensures that employees are recruited and
developed to fill each key role within the company.
Three talent management practices in particular correlated
highly with exceptional financial performance: - ANSWER 1.
Creating globally consistent talent evaluation processes. 2.
Achieving cultural diversity in a global setting.
3. Developing and managing global leaders.
at-will employment doctrine - ANSWER "A doctrine of American
law that defines an employment relationship in which either
party can break the relationship with no liability, provided there
was no express contract for a definite term governing the
employment relationship and that the employee does not
belong to a collective bargaining unit (i.e., a union)."
situational interviews - ANSWER A job interview where
candidates are asked in-depth questions about specific job
situations in the past or future.
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expatriate - ANSWER Employees assigned to a foreign location
on a temporary basis.
Managers may want to choose an expatriate when - ANSWER
company-specific technology or knowledge is important,
confidentiality in the staff position is an issue,
there is a need for speed (assigning an expatriate is usually
faster than hiring a local),
work rules regarding local workers are restrictive,
the corporate strategy is focused on global integration.
Managers may want to staff the position with a local hire when
- ANSWER < the need to interact with local customers,
suppliers, employees, or officials is paramount,
< the corporate strategy is focused on multidomestic/market-
oriented operations,
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< cost is an issue (expatriates often bring high relocation/travel
costs),
< immigration rules regarding foreign workers are restrictive,
< there are large cultural distances between the host country
and candidate expatriates.
Gainsharing - ANSWER When an organization shares the
financial gains with employees, such that employees receive a
portion of the profit achieved from their specific efforts and
ideas.
profit sharing - ANSWER Programs that provide employees an
incentive based on company profits.
Balanced Scorecard - ANSWER A framework designed to
translate an organization's vision and mission statements and
overall business strategy into specific, quantifiable goals and
objectives and to monitor the organization's performance in
terms of achieving these goals.
GB 370 Exam 3 Ole Miss Questions and Answers with
Solutions UPDATED!!!!
strategic human resource management (SHRM) - ANSWER An
organizational level approach to human resources management
with a concern for the effects of HRM practices on firm
performance.
human capital - ANSWER The collective sum of the attributes,
life experience, knowledge, inventiveness, energy, and
enthusiasm that people choose to invest in their work.
Job design - ANSWER The process of putting together various
elements to form a job, bearing in mind organizational and
individual worker requirements
war for talent - ANSWER Competition between organizations to
attract and retain the most able employees.
talent management - ANSWER Anticipating the need for human
capital and setting a plan to meet it.
,2|Page
succession planning - ANSWER A process whereby an
organization ensures that employees are recruited and
developed to fill each key role within the company.
Three talent management practices in particular correlated
highly with exceptional financial performance: - ANSWER 1.
Creating globally consistent talent evaluation processes. 2.
Achieving cultural diversity in a global setting.
3. Developing and managing global leaders.
at-will employment doctrine - ANSWER "A doctrine of American
law that defines an employment relationship in which either
party can break the relationship with no liability, provided there
was no express contract for a definite term governing the
employment relationship and that the employee does not
belong to a collective bargaining unit (i.e., a union)."
situational interviews - ANSWER A job interview where
candidates are asked in-depth questions about specific job
situations in the past or future.
,3|Page
expatriate - ANSWER Employees assigned to a foreign location
on a temporary basis.
Managers may want to choose an expatriate when - ANSWER
company-specific technology or knowledge is important,
confidentiality in the staff position is an issue,
there is a need for speed (assigning an expatriate is usually
faster than hiring a local),
work rules regarding local workers are restrictive,
the corporate strategy is focused on global integration.
Managers may want to staff the position with a local hire when
- ANSWER < the need to interact with local customers,
suppliers, employees, or officials is paramount,
< the corporate strategy is focused on multidomestic/market-
oriented operations,
, 4|Page
< cost is an issue (expatriates often bring high relocation/travel
costs),
< immigration rules regarding foreign workers are restrictive,
< there are large cultural distances between the host country
and candidate expatriates.
Gainsharing - ANSWER When an organization shares the
financial gains with employees, such that employees receive a
portion of the profit achieved from their specific efforts and
ideas.
profit sharing - ANSWER Programs that provide employees an
incentive based on company profits.
Balanced Scorecard - ANSWER A framework designed to
translate an organization's vision and mission statements and
overall business strategy into specific, quantifiable goals and
objectives and to monitor the organization's performance in
terms of achieving these goals.
