MBA 6334 CH 4-6 QUESTIONS WITH VERIFIED
ACCURATE ANSWERS
Which of the following statements is true regarding the differences between traditional
vs. strategic HR management?
a. Traditional HR should focus on being a champion of employees.
b. Traditional HR focuses more on transactional, recordkeeping activities.
c. Strategic HR focuses more on compensation and staffing as opposed to other HR
activities.
d. Strategic HR is also called personnel management. - Answers - b. Traditional HR
focuses more on transactional, recordkeeping activities.
According to the Ulrich HR Roles framework, the role that HR needs to play to maximize
its contribution to the success of an organization that involves a strategic and systems
focus is called a(n) ________.
a. employee champion
b. change agent
c. administrative expert
d. strategic partner - Answers - d. strategic partner
According to the Ulrich HR Roles framework, the role that HR needs to play to maximize
its contribution to the success of an organization that involves a strategic and people
focus is called a(n) ________.
a. employee champion
b. change agent
c. strategic partner
d. administrative expert - Answers - b. change agent
The Lengnick-Hall and Lengnick-Hall model of strategic HR says that HR must enhance
its strategic credibility by playing which of the following roles?
a. Human capital steward
b. Knowledge facilitator
c. Relationship builder
d. All of these are correct. - Answers - a. Human capital steward
b. Knowledge facilitator
c. Relationship builder
Senior management at a high tech firm based in Silicon Valley is concerned with how to
build the capacity of its workforce to adapt to rapid changes in the firm's external
environment. In particular, the firm needs work systems to be able to take advantage of
opportunities, and to avoid or overcome threats in the external environment of the firm.
Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this
situation?
a. Rapid deployment specialist
, b. Knowledge facilitator
c. Relationship builder
d. Human capital steward - Answers - a. Rapid deployment specialist
Senior management at a high end retailer based in Chicago is concerned with how to
foster a work environment and system that will engage the workers and enable them to
thrive in terms of the work they perform for the company. Based on the Lengnick-Hall
Model, HR needs to focus on playing which role in this situation?
a. Rapid deployment specialist
b. Human capital steward
c. Relationship builder
d. Knowledge facilitator - Answers - b. Human capital steward
HR practices that represent a strategic approach at Southwest Airlines include
a(n)________.
a. leadership development training program for all employees
b. corporate culture that emphasizes efficiency and getting results
c. pay policy that is based on 100% incentive-based pay
d. selection process that is very rigorous - Answers - d. selection process that is very
rigorous
Which of the following statements is true regarding a strategic approach to HRM?
a. The focus is on employee relations.
b. The role of HR is transformational change leader and initiator.
c. Responsibility for HR falls on staff specialists.
d. The time horizon is short-term. - Answers - b. The role of HR is transformational
change leader and initiator.
The Lepak and Snell framework is based on research that found which of the following?
a. As the strategic value of human capital, it is more likely that an organization will
implement it externally.
b. The more unique an organization's human capital, the greater the likelihood that it
would be a source of competitive advantage.
c. Low uniqueness and strategic value are associated with alliances/partnerships and
collaborative-based HR.
d. All of these are correct. - Answers - b. The more unique an organization's human
capital, the greater the likelihood that it would be a source of competitive advantage.
Which of the following is a barrier to the implementation of a strategic approach to
HRM?
a. Organizations that spend too much time on a short-term mentality and current
performance
b. HR managers who do not think strategically
c. Senior managers who do not see the value of HR or what it can contribute to the
success of an organization
ACCURATE ANSWERS
Which of the following statements is true regarding the differences between traditional
vs. strategic HR management?
a. Traditional HR should focus on being a champion of employees.
b. Traditional HR focuses more on transactional, recordkeeping activities.
c. Strategic HR focuses more on compensation and staffing as opposed to other HR
activities.
d. Strategic HR is also called personnel management. - Answers - b. Traditional HR
focuses more on transactional, recordkeeping activities.
According to the Ulrich HR Roles framework, the role that HR needs to play to maximize
its contribution to the success of an organization that involves a strategic and systems
focus is called a(n) ________.
a. employee champion
b. change agent
c. administrative expert
d. strategic partner - Answers - d. strategic partner
According to the Ulrich HR Roles framework, the role that HR needs to play to maximize
its contribution to the success of an organization that involves a strategic and people
focus is called a(n) ________.
a. employee champion
b. change agent
c. strategic partner
d. administrative expert - Answers - b. change agent
The Lengnick-Hall and Lengnick-Hall model of strategic HR says that HR must enhance
its strategic credibility by playing which of the following roles?
a. Human capital steward
b. Knowledge facilitator
c. Relationship builder
d. All of these are correct. - Answers - a. Human capital steward
b. Knowledge facilitator
c. Relationship builder
Senior management at a high tech firm based in Silicon Valley is concerned with how to
build the capacity of its workforce to adapt to rapid changes in the firm's external
environment. In particular, the firm needs work systems to be able to take advantage of
opportunities, and to avoid or overcome threats in the external environment of the firm.
Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this
situation?
a. Rapid deployment specialist
, b. Knowledge facilitator
c. Relationship builder
d. Human capital steward - Answers - a. Rapid deployment specialist
Senior management at a high end retailer based in Chicago is concerned with how to
foster a work environment and system that will engage the workers and enable them to
thrive in terms of the work they perform for the company. Based on the Lengnick-Hall
Model, HR needs to focus on playing which role in this situation?
a. Rapid deployment specialist
b. Human capital steward
c. Relationship builder
d. Knowledge facilitator - Answers - b. Human capital steward
HR practices that represent a strategic approach at Southwest Airlines include
a(n)________.
a. leadership development training program for all employees
b. corporate culture that emphasizes efficiency and getting results
c. pay policy that is based on 100% incentive-based pay
d. selection process that is very rigorous - Answers - d. selection process that is very
rigorous
Which of the following statements is true regarding a strategic approach to HRM?
a. The focus is on employee relations.
b. The role of HR is transformational change leader and initiator.
c. Responsibility for HR falls on staff specialists.
d. The time horizon is short-term. - Answers - b. The role of HR is transformational
change leader and initiator.
The Lepak and Snell framework is based on research that found which of the following?
a. As the strategic value of human capital, it is more likely that an organization will
implement it externally.
b. The more unique an organization's human capital, the greater the likelihood that it
would be a source of competitive advantage.
c. Low uniqueness and strategic value are associated with alliances/partnerships and
collaborative-based HR.
d. All of these are correct. - Answers - b. The more unique an organization's human
capital, the greater the likelihood that it would be a source of competitive advantage.
Which of the following is a barrier to the implementation of a strategic approach to
HRM?
a. Organizations that spend too much time on a short-term mentality and current
performance
b. HR managers who do not think strategically
c. Senior managers who do not see the value of HR or what it can contribute to the
success of an organization
