Question : 51. HRM primarily responsible for three of the following variables in : 1250977

51. HRM is primarily responsible for three of the following variables in the strategy implementation process. Identify the exception. 
A. Selection, training, and development of people
B. Task design
C. Reward systems
D. Customer awareness

HRM has primary responsibility for three of the five implementation variables: task, people, and reward systems.

52. Which of the following statements is TRUE regarding strategy implementation? 
A. HR has an influence over all the variables involved in the strategy implementation process.
B. HR is seldom involved in strategy implementation activities.
C. HR has primary responsibility for all five of the major components to strategy implementation.
D. HR practices are completely independent from strategy implementation.

HRM has primary responsibility for three of these five implementation variables: task, people, and reward systems. In addition, HRM can directly affect the two remaining variables: structure and information and decision processes.

53. Which process addresses what tasks should be grouped into a particular job? 
A. Job analysis
B. Internal analysis
C. External analysis
D. Job design

Job design addresses what tasks should be grouped into a particular job.

54. _____ is the process through which the organization seeks applicants for potential employment. 
A. Selection
B. Recruitment
C. Screening
D. Development

Recruitment is the process through which the organization seeks applicants for potential employment.

55. The process by which a firm attempts to identify qualified applicants—those with the knowledge, skills, abilities, and other characteristics necessary to help the firm achieve its goals—is known as: 
A. selection.
B. recruitment.
C. interviewing.
D. testing.

Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the company achieve its goals.

56. The process that allows employees to improve their ability to meet the challenges of a variety of existing or new jobs is: 
A. training.
B. development.
C. learning.
D. acquisition.

Development involves acquiring knowledge, skills, and behavior that improve employees’ ability to meet the challenges of a variety of existing jobs or jobs that do not yet exist.

57. _____ is a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees. 
A. Training
B. Development
C. Learning
D. Acquisition

Training refers to a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.

58. Firms that are diversified are more likely to use performance measures that are: 
A. selective.
B. qualitative.
C. quantitative.
D. objective.

Diversified companies are more likely to use quantitative measures of performance to evaluate managers because top managers have less knowledge about how work should be performed by those below them in the hierarchy.

59. Identify the type of firms which tend to have evaluation systems that call for subjective assessments of performance for evaluating managers. 
A. Diversified organizations
B. Homogeneous organizations
C. Parallel organizations
D. Steady-state organizations

Companies that are “steady state” (not diversified) tend to have evaluation systems that call for subjective performance assessments of managers.

60. When executives are unclear about the specific behaviors that lead to effective performance, they tend to focus on evaluating the _____ performance results of their subordinate managers. 
A. objective
B. subjective
C. qualitative
D. perceptive

When executives are unclear about the specific behaviors that lead to effective performance, they tend to focus on evaluating the objective performance results of their subordinate managers.