10 May Question1. The flawed assumption underlying the
Question
1. The flawed assumption underlying the creation of the “Job Bank” at GM, Ford and Chrysler in the 1980s was that
| a. | the excess workers could be retrained for new “high tech” positions in the auto plants that would be created as the car manufacturing process was automated. |
| b. | the auto unions would trade job training for laid-off workers for reductions in the pension plans for retired auto workers thus reducing the labor cost burden per car. |
| c. | the Job Bank would be a temporary benefit to employees who took voluntary severance packages that would be phased out as the manufacturers achieved the optimal workforce size. |
| d. | demand for American-made cars would increase and the excess workers could return to their factory jobs. |
2. ____ refers to organizational use of employees to gain or keep a competitive advantage resulting in greater organizational effectiveness.
| a. | Manpower planning |
| b. | Strategic HR management |
| c. | HR forecasting |
| d. | Operational HR |
3. Which of the following statements is FALSE?
| a. | The organization’s existing employees limit the organization’s choice of strategy. |
| b. | Organizations survive and grow by choosing the strategy that will allow them to achieve low costs and innovative products. |
| c. | Most competitive strategies depend heavily on the quality of the organization’s human capital. |
| d. | Organizations in which the CEO dominates the selection of the organization’s strategy are less successful than organizations in which strategy is developed by a formal committee process. |
4. In order to add value to the human capital of the organization,
| a. | HR must have good metrics about the HR side of the business. |
| b. | HR managers must be focused on reducing the total cost of labor. |
| c. | the HR function must form the interface between the external environment of the organization and its internal environment. |
| d. | HR policies and practices should result in the workforce with the minimum quantity and maximum quality needed to achieve productivity goals. |
5. In order for any organizational strategy to work, the HR strategy must
| a. | align with the “one best way” to achieve worker productivity. |
| b. | move beyond the traditional HR focus on effectiveness and efficiency. |
| c. | generate the right people in the right place at the right time. |
| d. | develop the needed human competencies in the organization’s existing workforce. |
6. Georgiana, the vice president of HR in an Ohio-based firm, is in a meeting with the other top level corporate executives. They are discussing whether it is a good strategy for the firm to
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