Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Question
When considering a balanced scorecard that depicts a company from a(n) _____ perspective, the critical HR indicators are employee satisfaction with HR department services and employee perceptions of the company as an employer.A. learning
B. internal
C. financial
D. customer
E. innovation
Answer
This answer is hidden. It contains 317 characters.
Related questions
Q:
Under _____, intent is irrelevant.
A. disparate treatment
B. disparate impact
C. racial discrimination
D. gender discrimination
E. disparate discrimination
Q:
In a _____ case, the defendant acknowledges that some discrimination may have occurred but argues that the same hiring decision would have been reached even ignoring the discrimination.
A. prima facie
B. disparate impact
C. reasonable accommodation
D. quid pro quo
E. mixed-motive
Q:
Michael and Mohammad graduated from the same pilot training institute and applied for a job as a trainee pilot at a private American airline. Despite both having similar profiles, Michael was hired but Mohammad was not, and the airline continued to look for other potential trainee pilots. In this case, Mohammad is a possible victim of:
A. sexual harassment.
B. quid pro quo harassment.
C. disparate treatment.
D. disparate impact.
E. racial discrimination.
Q:
Which of the following is the Office of Federal Contract Compliance Programs' most potent weapon and its last penalty?
A. Debarment
B. General warning
C. Right to sue letter
D. Class-action suits
E. Specific treatment
Q:
The written affirmative plan that specifies what an employer plans to do to reduce underutilization of protected groups is called a(n) _____.
A. utilization analysis
B. goal
C. consent decree
D. timetable
E. list of action steps
Q:
Discuss the six important functional areas of human resource management.
Q:
Tokyo Electronics is facing financial difficulties mainly due to losses incurred by its gaming division. As a consequence, it has decided to shut down operations of this division. Which of the following strategies has Tokyo electronics adopted?
A. Concentration strategy
B. Internal growth strategy
C. External growth strategy
D. Divestment strategy
E. Diversification strategy
Q:
With a(n) _____ strategy, a company attempts to focus on what it does best within its established markets and can be thought of as "sticking to its knitting."
A. concentration
B. retrenchment
C. benchmarking
D. divestment
E. downsizing
Q:
Which of the following statements is true of companies that employ differentiation strategies?
A. They primarily focus on efficient production.
B. They only train employees in specific required skill areas.
C. They want their employees to be risk averse.
D. They want their employees to take a balanced approach to process and results.
E. They expect their employees to exhibit role behaviors that are relatively repetitive.
Q:
A company employing a differentiation strategy requires employees who:
A. are highly creative and cooperative.
B. have high concern for quantity.
C. tend to be risk averse.
D. have a short-term focus.
E. have less tolerance for ambiguity.
Q:
Which of the following statements is true for companies that employ cost strategies?
A. They focus on high-quality production rather than efficient production.
B. They are very specific in the skills they require from their employees.
C. They shy away from investing in training employees in the skills they need.
D. They seek greater creativity by providing broader career paths to employees than companies that employ differentiation strategy.
E. They encourage their employees to take greater risks.
Q:
Employees in companies with a differentiation strategy need to have only a moderate concern for quantity.
Q:
Companies engaged in cost strategies develop internally consistent pay systems with negligible pay differentials between superiors and subordinates.
Q:
By tying pay to performance, a company can elicit specific activities and levels of performance from employees.
Q:
Executives who have extensive knowledge of the behaviors that lead to effective performance tend to focus on evaluating the objective performance results of their subordinate managers.
Q:
External analysis attempts to identify an organization's strategic opportunities and threats.
Q:
Strategic planning groups decide on a strategic direction during the strategy implementation phase.
Q:
Discuss what companies should do to compete in the global marketplace.
Q:
What is the purpose of the Malcolm Baldrige Award? Describe the application and evaluation process, and list the seven characteristics that companies are scored for in the examination.
Q:
Which of the following HRM practices involves rewarding employees based on their team's performance?A. Work designB. Performance managementC. TrainingD. StaffingE. Compensation
Q:
Which of the following HRM practices involves employees participating in peer interviews?A. Work designB. Performance managementC. TrainingD. StaffingE. Compensation
Q:
Which of the following is a concern caused by Gen-Y generation employees using social networking tools?A. Knowledge sharing is suppressedB. Creating online expert communitiesC. Loss of expert knowledgeD. Best practices are not sharedE. Lower productivity
Q:
Which of the following is one of the four characteristics of an ethical, successful company?A. The company gets the best deals, even to the detriment of its vendors.B. It has a vision that employees may relate to but cannot use in their day-to-day-work.C. The company emphasizes mutual benefits in its relationship with customers, clients, and vendors.D. It works on the belief that one's own interest comes before considering interest of others.E. It allows flexibility of ethical norms when the financial stakes involved are very high.
Q:
Which of the following is a prediction about legal issues in the workplace in the U.S.?A. Workplace safety will receive lesser attention.B. HR professionals will work independently without legal counsel.C. There will be no penalty for not providing health care coverage.D. Reporting and inspection requirements will decrease.E. Health care reform will drive compliance issues.
Q:
Which of the following arguments states that companies develop reputations on favorability as prospective employers for women and ethnic minorities?A. System flexibility argumentB. Marketing argumentC. Employee attraction argumentD. Problem-solving argumentE. Creativity argument
Q:
Which of the following is true of how different generations view each other?
A. Millennials may think Generation X managers are good delegators.
B. Generation X managers may think that Millennials lack self-confidence.
C. Millennials might believe that baby boomers do not comply with company rules.
D. Traditionalists may believe that Millennials don't have a strong work ethic.
E. Baby boomers may consider Millennials to be technologically illiterate.
Q:
Trade secrets are an example of _____ capital.A. socialB. customerC. humanD. intellectualE. financial
Q:
Tacit knowledge is an example of _____ capital.A. socialB. customerC. humanD. intellectualE. financial
Q:
Which competency is an HR personnel said to have if he is able to act personally and professionally with integrity and accountability?A. Critical evaluationB. ConsultationC. Business acumenD. CommunicationE. Ethical practice
Q:
Among the functions performed by an HR department, vacation, retirement plans, and profit sharing are categorized under the _____ function.A. training and developmentB. employee relationsC. compensation benefitsD. employee data and information systemsE. legal compliance