Question : 41._____ functions begin with an assessment of what HR doing : 1243168

 

 

41._____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.   

A.Business-linked

 

B.HR-focused

 

C.People-linked

 

D.Business-driven

 

E.Outcome-focused

 

 

42.Which HR strategy begins by identifying the major business needs and issues, considers how people fit in and what people outcomes are necessary, and builds HR systems focused on meeting those needs?   

A.HR-focused

 

B.People-linked

 

C.Business-linked

 

D.Business-driven

 

E.Outcome-focused

 

 

43.Which of the following is true of the audit approach?   

A.It typically collects key indicators and customer satisfaction measures.

 

B.It primarily deals with the determination of the dollar value of a function.

 

C.It involves the use of statistics and finance, and hence is more demanding than the analytic approach.

 

D.It uses utility analysis to estimate the financial impact of employee behavior.

 

E.It focuses on the processes involved in the HRM functional areas rather than the outcomes.

 

 

44.The audit approach to evaluating the effectiveness of HR practices focuses on:   

A.using analytical data to increase organizational effectiveness.

 

B.estimating the costs and benefits resulting from an HR practice.

 

C.reviewing the various outcomes of the HR functional area.

 

D.determining the dollar value of a program.

 

E.using utility analysis to estimate the financial impact of employee behavior.

 

 

45.Minority turnover rate is a key indicator of the _____ function of HRM.   

A.training

 

B.succession planning

 

C.equal employment opportunity

 

D.employee appraisal and development

 

E.compensation

 

 

46.Ratio of promotions to number of employees is a key indicator of the _____ function of HRM.   

A.training

 

B.succession planning

 

C.equal employment opportunity

 

D.employee appraisal and development

 

E.compensation

 

 

47.Assistance provided to line managers in handling grievances is a customer satisfaction measure used in the _____ function of HRM.   

A.training

 

B.succession planning

 

C.equal employment opportunity

 

D.employee appraisal and development

 

E.labor relations

 

 

48.Which of the following approaches focuses on determining whether the introduction of a program or practice has the intended effect?   

A.People approach

 

B.Audit approach

 

C.Balance-sheet approach

 

D.Analytic approach

 

E.Outcome approach

 

 

49.The _____ approach attempts to place a dollar value on human resources as if they were physical resources.   

A.performance management

 

B.human resource accounting

 

C.knowledge management

 

D.utility analysis

 

E.audit

 

 

50.The cost-benefit analysis approach that estimates the financial impact of employee behavior such as absenteeism is called _____.   

A.utility analysis

 

B.valuation approach

 

C.human resource accounting

 

D.audit approach

 

E.returns on employee investment

 

 

 

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