91) Employers adjust HR strategies and policies during significant changes in the economic and financial markets, such as recessions.
92) HR scorecards present managers with desktop graphs and charts of how a firm's HR strategies compare to those of other firms in the same industry.
93) According to the U.S. Department of Labor, high-performance work organizations include multi-skilled work teams, empowered front-line workers, and extensive training.
94) Human resource practices, such as hiring based on selection tests, pay raises based on work performance, and training provided to new and experienced employees, contribute to a company's ability to achieve high-performance levels.
95) Companies with empowered, highly trained, flexible workforces have a competitive advantage.
96) High-performance companies are less likely than low-performance companies to invest in costly employee training programs.
97) Human resource metrics are used to assess a firm's HR performance and to compare one firm's HR performance with another firm's.
98) Human resource managers, department managers, and supervisors influence the number of qualified applicants for a position.
99) Human resource audits and benchmarking are two critical tools used by managers who implement an evidence-based approach to human resource management.
100) A strategic audit would most likely be used by an HR manager to assess a firm's procedures and practices in regards to employee benefits.