42) During a merger or an acquisition, due diligence reviews performed by human resource
teams are most likely to assess all of the following EXCEPT ________.
A) accounting procedures
B) employee litigation
C) employee benefits
D) labor relations
43) Which of the following is the most important human resource issue to address during the first
few months of a merger?
A) hiring low-level managers
B) modifying benefits packages
C) identifying and retaining key talent
D) modifying employee pay grades
44) All of the following are services that human resource consulting companies, such as Towers
Perrin, provide during mergers and acquisitions EXCEPT ________.
A) aligning compensation programs
B) overseeing database recovery systems
C) designing and implementing staffing models
D) managing employee communications strategies
45) Which of the following is a strategic planning tool that offers an overview of how each
department’s performance contributes to achieving the company’s overall strategic goals?
A) digital dashboard
B) HR scorecard
C) strategy map
D) HR audit
46) Which of the following refers to a process for assigning financial and nonfinancial goals to
the HR management-related chain of activities required for achieving the company’s strategic
aims and for monitoring results?
A) strategy map
B) HR scorecard
C) HR feedback scale
D) digital dashboard
47) A ________ presents a manager with desktop graphs and charts that illustrate where the
company stands on metrics from the HR scorecard process.
A) strategy map
B) business plan
C) scanning worksheet
D) digital dashboard
48) The concise measurement system used by companies to show the quantitative standards the
firm uses to measure HR activities, employee behaviors resulting from the activities, and the
strategically relevant organizational outcomes of those employee behaviors is called a(n)
________.
A) evaluation system
B) HR scorecard
C) appraisal system
D) evaluation benchmark
49) Which of the following is used to manage employee performance and to align all employees
with the key objectives a firm needs to achieve its strategic goals?
A) functional planning system
B) HR Scorecard
C) annual HR benchmarks
D) high-performance work system
50) Which of the following terms refers to a set of human resource management policies and
practices that promote organizational effectiveness?
A) management by objectives system
B) human resource metric
C) high-performance work system
D) strategic human resource map
51) High-performance work organizations are most likely characterized by all of the following
EXCEPT ________.
A) multi-skilled work teams
B) empowered front-line workers
C) extensive training
D) commitment to high production rates
52) All of the following practices are most likely implemented by companies with high-
performance work systems EXCEPT ________.
A) hiring employees based on validated selection tests
B) providing pay increases based on service years
C) filling positions with internal candidates
D) utilizing self-managing work teams
53) Reese Enterprises seeks to fill upper-level positions internally whenever possible and uses
validated selection tests when considering external hires. This most likely suggests the company
is developing a ________.
A) high-performance work system
B) scorecard management system
C) benchmark and metric analysis
D) management by objectives strategy
54) MAX Computers manufactures affordable laptops and desktops at its factory in Arizona.
MAX has experienced a moderate amount of financial success, but upper management wants the
firm to grow at a faster rate and become a bigger player in the highly competitive computer
market. The firm’s greatest problems relate to its employees. Employee turnover is high—most
employees at MAX leave within two years or less of being hired. In addition, the rate of
productivity among employees is not as high as executives would like. The vice president of
human resources is considering moving MAX towards a high-performance work system.
Which of the following best supports the argument that MAX should move towards a high-
performance work system?
A) MAX competitors regularly use benchmarking to compare their employees to those in other
firms.
B) MAX customers purchase new computers every two years according to online customer
surveys.
C) Outsourcing clerical tasks would enable MAX to raise employee salaries and increase
productivity.
D) Using advanced recruitment and hiring practices will allow MAX to improve employee
productivity.
55) MAX Computers manufactures affordable laptops and desktops at its factory in Arizona.
MAX has experienced a moderate amount of financial success, but upper management wants the
firm to grow at a faster rate and become a bigger player in the highly competitive computer
market. The firm’s greatest problems relate to its employees. Employee turnover is high—most
employees at MAX leave within two years or less of being hired. In addition, the rate of
productivity among employees is not as high as executives would like. The vice president of
human resources is considering moving MAX towards a high-performance work system.
Which of the following questions is most relevant to MAX’s decision to move toward a high-
performance work system?
A) How would the implementation of self-managing work teams affect employee morale and
work standards at MAX?
B) How will qualitative performance measures address the needs of MAX employees in regards
to the firm’s benefits plan?
C) What roles should line managers, staff managers, and HR managers at MAX play in
performance appraisals?
D) What economic and demographic trends in the U.S. are related to the employee turnover rate
at MAX?
56) Which of the following is most likely a true statement about high-performance companies?
A) Most employees receive regular performance appraisals.
B) Employee turnover is extremely high.
C) Only executives are eligible for incentive pay.
D) The majority of jobs are filled externally.
57) Which of the following terms refers to the quantitative measure of a human resource
management yardstick such as employee turnover or qualified applicants per position?
A) human resource audits
B) human resource metrics
C) management by objectives
D) human resource scorecards
58) The use of human resource metrics is essential for ________.
A) management by objectives
B) emergent employee behaviors
C) corporate-level strategies
D) evidence-based management
59) The primary purpose of implementing high-performance practices such as recruiting,
screening, and training is to ________.
A) foster a strong organizational culture
B) create management opportunities for new hires
C) develop a trained, flexible, and self-motivated workforce
D) utilize benchmarks to compare personnel AACSBs within an industry
60) Which of the following terms refers to the process of comparing and analyzing the practices
of one firm with those of a high-performing company?
A) benchmarking
B) diversifying
C) strategizing
D) outsourcing
61) Which of the following refers to an analysis by which an organization measures where it
currently stands and determines what it has to accomplish to improve its HR functions?
A) HR methodology
B) HR benchmark
C) HR checklist
D) HR audit
62) All of the following are commonly addressed in an HR audit EXCEPT ________.
A) exempt workers
B) job descriptions
C) accounting expenses
D) workers’ compensation benefits
63) Which term refers to software applications used to analyze and draw conclusions from HR
data?
A) data mines
B) talent analytics
C) HR scorecards
D) digital dashboards
64) Executives at Hartford Clothing, a retail department store chain, want to find out what
products their customers buy, when they purchase products, and what days of the week are most
popular for shopping. Executives want to discover customer patterns and make predictions about
their customers’ buying habits. What would be the most effective tool for Hartford?
A) data mining system
B) talent value model
C) financial audit
D) strategy map
65) Which of the following questions would LEAST likely be answered by the use of workforce
analytics software?
A) Which departments need improvement?
B) What hiring policies are standard in the industry?
C) How many workers will the firm need in five years?
D) Why do employees choose to leave the organization?
66) An HR manager conducting an HR audit on compensation would most likely search for
________.
A) current job descriptions
B) workforce health and safety training
C) completed benefit enrollment forms
D) compliance with state and federal laws
67) Like the scientific method, evidence-based HR management should have all of the following
characteristics EXCEPT ________.
A) quantification
B) replication
C) subjectivity
D) prediction
68) Palo Alto software would most likely be used by a manager to ________.
A) write a business plan
B) analyze job positions
C) track sources of new hires
D) identify recruiting weaknesses
69) According to the text, teams of empowered, engaged, and dedicated workers at GE serve as
a(n) ________.
A) HR metric
B) strategic fit
C) functional strategy
D) competitive advantage
70) Which of the following would most likely NOT occur during the HR critical stage of a
merger or acquisition?
A) select top management
B) pay out incentives
C) align organizational cultures
D) communicate changes to workers
71) Goals are initiated by the bottom level of an organization according to the hierarchy of goals
approach to strategic planning.