A high-performance work system
consists of a group of exceptional employees whose productivity is enhanced by collaboration in the workplace.
is a combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.
is a computer software system designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.
is a system used to collect, record, store, analyze, and retrieve data concerning an organization's human resources.
All of the answers are correct.
Which of the following is NOT an element of a high-performance work system?
the right people
reward systems
task design
information systems
Actually, all of these are elements of a high-performance work system
In high-performance work systems, organizational structure promotes all of the following, EXCEPT
cooperation.
how employees are assessed.
learning.
continuous improvement.
how well employees respond to change.
High-performance work systems emphasize
training.
development.
career management.
"fit" with the culture of the organization.
Which of the following is NOT a condition that contributes to high performance?
work design that allows employees to use a few highly specialized skills
empowerment
ongoing training
teamwork
ethical behaviour
An organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as a(n)
e-learning organization.
adaptive organization.
learning organization.
next-generation organization.
knowledge organization.
Knowledge is most valuable to the organization when it is
created.
stored.
shared.
measured.
acquired.
A learning culture is an organizational culture in which all but one of the following is true. Name the exception.
Learning is rewarded, promoted, and supported by managers and organizational objectives.
Managers are recognized as the source of knowledge for the company and are encouraged to share their knowledge with employees.
Managers encourage flexibility and experimentation.
Employees are valued and the focus of the organization is on ensuring their development and well-being.
Employees are recognized as the source of its knowledge.
All of the following are key roles for HR in mergers and acquisitions, EXCEPT
determining target stock price.
ensure leadership talent is in place to lead and implement the transition.
identify key people and take steps to retain them.
assess the emotional element of how employees feel about the company, leaders, and their openness to the change.
examine rewards and work environment factors.
Which one of the following terms refers to computations and calculations involved in reviewing and documenting HRM decisions and practices?
e-HRM
transaction processing
expert systems
outsourcing
decision support systems
You wish to test a range of assumptions about the availability of a certain skill in the labour market by looking at the impact of the assumptions on the success of different recruiting plans. Which one of the following systems would you use?
decision support system
expert system
e-HRM system
Human Resource Information System
transactional processing system
Which one of the following is true of e-HRM?
e-HRM involves providing HR-related information over the Internet.
More and more organizations are engaging in e-HRM.
e-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet.
All of the choices are true.
e-HRM involves providing HR-related information over the Internet and more and more organizations are engaging in e-HRM
A growing trend related to HR technology requires employees to handle many job-related tasks (such as applications for reimbursement and updates to personal information). This is referred to as
HR 24/7
enhanced HR customer service
employee self-service
self-selection
HR self-service
Which of the following are techniques for measuring HRM's effectiveness in meeting its customers' needs?
Reviewing a set of key indicators
Measuring the outcomes of specific HRM activity
Measuring the economic value or ROI (return on investment) of HRM programs
Reviewing a set of key indicators and measuring the outcomes of specific HRM activity
A formal review of the outcomes of HRM functions based on identifying key HRM functions and measures of organizational performance is a(n):
HRM analysis.
HRM needs assessment.
HRM outcome review.
HRM audit.
None of the answers are correct.
