Individual Quiz Development Presentation

Human Resource Strategy: Adapting to

The Age of Globalization
- by Patrick M. Wright, Ph.D

Subject: Strategic Human Resource

Management
HRM 660, Section: 1

Submitted to:
M. Khasro Miah, Ph.D.
Professor, North South University

Submitted by:
Kazi Kashfia Rehnuma
ID# 132 1455 660

Submission Date: 4th April, 2016.

 Multiple Choice Question

1. The best HR strategies always stay focused on getting the best performance
from employees. Usually, this means getting employees to:
a) Have something (skills, competencies, abilities).
b) Feel something (commitment, engagement, motivation).
c) Do something (come to work, be productive, serve customers, and stay
with the organization).
d) All of the above.
Page-4.
2. Strategic human resource management (HRM), HR strategy and HR best
practicesterms that are often used interchangeably but are actually very
___________.
a) Different.
b) Similar.
c) Cross matching.
d) Dissimilar.
Page-4.
3. Strategic human resource management (HRM), HR strategy and HR best
practices are different in their
a) Primary focus
b) HR involvement
c) Ultimate goals
d) All of the above
e) None of the above.
Page-4.
4. The Commitment HR strategy would include:
a) High levels of employee participation.
b) Highly skilled workers.
c) Extensive training.
 d) High benefits.
e) All of the above
f) None of the above.
Page-4.
5. The Control HR strategy includes
a) Intense supervision or control.
b) Broadly defined tasks.
c) High wages.
d) High benefits.
e) All of the above.
Page-4.
6. The Control strategy may work best for firms with a
a) Cost Business Strategy.
b) Growth Strategy
c) Product Differentiation Strategy
d) Price-Skimming Strategy
e) Acquisition Strategy
Page-4.
7. Value Matrix Approach which says that a firm can implement four possible HR
strategies (commitment, performance, compliance and partnership) tied to four
distinct job groups representing different types of workers (strategic, core,
support or collaborative) is also known as
a) Human Resource Manager.
b) Human Resource Engineer.
c) Human Capital Architecture.
d) Human Resource Supervisor.
Page-4.
8. _____________ is/are all aimed at bringing in or building certain skills, enabling
employees to effectively perform their jobs.
a) Recruitment
 b) Selection
c) Training and Development
d) All of the Above.
e) None of the above.
Page-4.
9. Attendance is the extent to which employees show up on time. Although perfect
attendance is _________
a) Appreciated.
b) Depreciated.
c) Way to promotion.
d) Neither possible nor even desired.
Page-4.
10. Labor productivity, quality, and shrinkage all key to operations are also affected
__________ by HR strategy.
a) Morally.
b) Extremely.
c) Positively.
d) Negatively.
Page-4.
 True/False

1. HR strategy means a system of human resource practices for a particular job or

collection of jobs aimed at the best employee performance possible to meet the
firms performance appraisal program.
False. To meet the firms ultimate goals.
Page-3
2. HR strategy emphasizes the system of HR practices, because it is the broad
array of practices that matter in terms of employee performancenot individual
tests, recruiting or interview techniques, for example.
True.
Page-3

3. The best HR strategies always stay focused on getting the best performance
from employees.
True.
Page-4
4. The Commitment strategy generally leads to the best firm performance for
those using a Cost Business Strategy.
False. Differentiation business strategy. Control Strategy is followed for a Cost
Business Strategy.
Page-4
5. The HPWS (High Performance Work System) approach suggests that it can fit
all firms, regardless of overall business strategy.
True.
Page-5
6. The commitment/control approach says that different HR strategies are
appropriate to different business strategies.
True.
Page-5
7. The goal of control human resource systems is to make perfect human resource
example, by enforcing employee compliance with specified rules and procedures
and basing employee rewards on some measurable output criteria.
False. The goal is to reduce direct labor costs or improve efficiency.
 Page-6
8. Commitment human resource systems shape employee behaviors and attitudes
by forging valuable links between organizational and employee goals.
False. Psychological links.
Page-6
9. What employees do is largely a function of what they have, because they cannot
be productive if they dont have the right motivation.
False. Right Skills.
Page-7
10. Commitment HR strategies have a negative effect on how employees feel.
False. Positive effect on how employees feel.
Page-9