Chapter 11People strategies

The process of setting major organization objectives and developing plans to achieve them is called:
1. strategic management.
2. HR planning.
3. job analysis.
4. environmental scanning.
To manage employees in a manner that allows human capital to develop as a source of competitive advantage, managers need to be sure to do all of the following except:
1. provide training programs that provide skill enhancement.
2. identify, recruit, and hire the best talent available.
3. attach pay to productivity.
4. provide opportunities for development on the job.
To build human capital in organizations, managers should rely upon staffing programs that focus on:
1. identifying cheap sources of qualified labour.
2. identifying and hiring the best and brightest talent available.
3. identifying college graduates with the requisite skills.
4. identifying individuals with highly specialized skills.
An employee's Human Capital belongs to ____.
1. His/her employer
2. The Employee
3. The Government
4. None of these; Human Capital is not proprietary
To build human capital in organizations, training programmes should focus on those skills that:
1. cannot be transferred to another company if an employee should leave.
2. require minimal levels of training effort.
3. are widely applicable to many different firms within the organization's industry.
4. can be taught in classroom settings.
Which of the following is not an approach used by organizations to try to lower employee costs?
1. Productivity enhancements
2. Outsourcing
3. Employee leasing
4. Employee development
What is the planned elimination of jobs?
1. Downsizing.
2. Outsourcing
3. TQM
4. Reengineering
Historically, which of the following workers have been hit the hardest by layoffs?
1. Line workers.
2. Secretarial and clerical workers.
3. White-collar and managerial workers.
4. Service workers.
Layoffs can incur all of the following hidden costs except:
1. pension and benefit payoffs.
2. increased training expenses.
3. loss of institutional memory and human capital.
4. a paranoid, political workforce.
Which one of the following is not an HR cost that is typically incurred as a result of downsizing?
1. Severance pay.
2. Annual leave and sick-day payouts.
3. Outplacement expenditures.
4. Developmental expenses.