Chapter 3HRM in practice

Which of the following statements captures the fundamental logic of high-performance management systems?
1. All the HR practices work in complementary fashion to create synergy.
2. Each of the HR practices creates high-performance employees in isolation.
3. These are work systems that are prominent in high-performance organizations.
4. These are HR practices used to manage higher-performing employees.
Which of the following is not a primary principle for support of high-performance management?
1. shared information
2. knowledge development
3. totalitarianism
4. linking rewards with performance
High performance management is rooted in:
1. leadership theory
2. work psychology
3. total quality management
4. scientific management
Which of the following was identified by Pfeffer as a key element of high-commitment management?
1. Building trust
2. Encouraging change
3. Measuring what matters
4. All of the above
A balanced scorecard is:
1. a tick-list of performance scores
2. a calculator for pay rates
3. a method of identifying financial consequences of HR initiatives
4. a conceptual framework used to translate an organization’s vision into a set of performance indicators
Benchmarking refers to:
1. identifying employees with promotion potential
2. identifying performance differences with competing firms
3. the process of identifying the best practice of a firm in a given area and comparing your practices to theirs
4. the process of establishing performance standards through HRP
To be successful in today's competitive environment, many organizations must rely ____ on employee knowledge.
1. more
2. about the same
3. slightly less
4. significantly less
Human Resource Information Systems extend information technology beyond storing and retrieving information to:
1. overseeing production planning.
2. providing current and accurate data for purposes of control and decision making.
3. providing managers easy access to personnel records.
4. serving as an intranet communication system.
Which of the following is not a primary impact that technology has had on HRM?
1. It has altered the methods of collecting employment information.
2. It has speeded up the processing of employment data.
3. It has diminished the role of supervisors in managing employees.
4. It has improved the processes of internal and external communications.
Information technology has a transformational impact on HR by:
1. expanding the scope and function of the HR function.
2. allowing firms to store and retrieve large amounts of information quickly and inexpensively.
3. institutionalizing organizational knowledge.
4. allowing easy communication between company units.