56. Which of the following is NOT true about recruiting and selection under the Committed Expert HR strategy?
a) the focus is on internal candidates
b) the targeted skills approach, combined with external sourcing seeks to identify candidates with particular unique skills
c) the focus is on identifying people who have specific skills and who are committed to advancing through the ranks within the organization
d) the goal is to identify individuals with the potential to develop specific expertise over time
57. Under the Committed Expert HR strategy, retention practices are most likely to include which of the following:
a) employees who are not performing at a high level are reassigned or transferred
b) employees who meet minimum performance standards are encouraged to stay
c) employees who fit with the organization are encouraged to stay
d) an emphasis on the retention of high performers and dismissal of low performers
58. Merit-based performance appraisals, employee rankings, and/or forced distributions are most likely under which HR strategy?
a) Committed Expert HR strategy
b) Loyal Soldier HR strategy
c) Bargain Laborer HR strategy
d) Free Agent HR strategy
59. Which of the following is NOT true about the Committed Expert HR strategy?
a) the emphasis on long-term employment is compatible with labor unions
b) performance appraisal practices are consistent with labor unions
c) unions are often incompatible with the focus on innovation
d) the overall pay level of employees is usually higher than at other organizations
60. All of the following are true about the Free Agent HR strategy EXCEPT:
a) human resource practices focus on locating external talent
b) employees are more committed to a particular profession than to any one organization
c) workers are frequently replaced by new employees who have up-to-date skills
d) compensation is often based upon time employed with the organization
61. Which of the following is NOT true about the Free Agent HR strategy?
a) recruitment focuses on locating talent outside the organization who clearly possess particular skills
b) targeted recruiting seeks applications from a select few
c) the emphasis is on assessing potential employees’ past achievements to determine whether they already have the skills needed for the job
d) fit with the organization takes precedence over fit with the demands of a particular job
62. Retention for an organization with a Free Agent HR strategy:
a) is critical given the specialized knowledge and skill employees bring to the organization
b) is critical given the high costs involved in recruiting employees with specialized skills
c) is not as important an issue as quickly removing low-performing employees
d) is critical given the specialized training and development provided employees
63. Performance management in an organization with a Free Agent HR strategy:
a) is used to create a competition of excellence by comparing employees with each other, so only a few receive the highest evaluations
b) focuses on employee effort with consideration given to contingencies
c) results in low performers being reassigned elsewhere in the organization where their talents can be used more effectively
d) focuses on ensuring that the performance of all employees meets minimum performance standards
64. The Free Agent HR strategy:
a) is compatible with unions because of the professional nature of employees
b) is adopted by organizations seeking to minimize unionization
c) is mostly incompatible with unionization, and employees who work in an organization with a Free Agent HR strategy see themselves as professionals rather than union members
d) is incompatible with unionization because of the emphasis on short-term employment but compatible with unionization because professional employees do not have time to deal with personnel issues and prefer to delegate these issues to a union
65. Which of the following would be consistent with a turnaround organizational strategy?
a) employees who meet minimum standards for performance are retained
b) low performers are dismissed and new employees hired for their ability to change how work is accomplished
c) low performers are reassigned elsewhere in the organization where their talents can be used more effectively
d) either a Committed Expert or Bargain Laborer HR strategy would be appropriate