Reference no: EM132289531

1. Which of the following practices is most likely to be associated with a "control" HR strategy?

Paying employees higher than market wages to increase retention

Using contract employees who are ineligible for benefits to reduce costs

Allowing employees to work in self-managed teams to increase engagement

Providing employees with extensive training opportunities to increase KSAOs

2. Which level of the balanced scorecard are HR policies and practices typically associated with?

Financial outcomes

Customer outcomes

Learning and growth outcomes

Business process outcomes

3. FlanCrest Enterprises is a mid-sized auto supply company that manufactures electronic components for cars. It has approximately 200 employees, with about 150 working on the production line. Its primary customer is Widespread Motors, a large international auto manufacturer. Widespread Motors primarily sells their cars based on price, aiming to make the prices as low as possible in any particular market segment. The cars may not have as many features, but still operate and cost less than those of their competitors. FlanCrest, under the direction of Widespread, has been asked to reduce the price of its electronic components for the next order due to competitive pressure in the market for Widespread's best-selling car. To cut its prices and keep its biggest customer, FlanCrest announces that they will be eliminating the popular community college tuition reimbursement program and eliminating all overtime for production workers.

4. Which of the below choices most accurately describes the new HR strategy at FlanCrest Enterprises?

Commitment, because they are demonstrating commitment to the development of their workforce

Control, because they are attempting to control employees within the workplace

Commitment, because they are demonstrating commitment to their key customers

Control, because they are attempting to minimize labor costs

5. You are the HR manager for FlanCrest Enterprises, a mid-sized auto supplier with approximately 200 employees. Your company produces electronic components for major auto manufacturers. You have just finished conducting performance appraisals for your HR team, which determine how much of a raise they will get in the following year. Poor performers will receive no raise while excellent performers will receive a 4% raise. Which ethical framework would best support the idea that performance-based raises are ethical?

Virtue approach

Fairness approach

Common good approach

Utilitarian approach

6. You are a customer service specialist at a bank (Gimmior Savings). Your performance in your job is evaluated in part based on your ability to meet monthly targets for new checking accounts and credit cards. In other words, you are expected to sell these products to clients at a high rate. Some of your colleagues have said they occasionally will open up an additional checking account or credit card for a new customer even when they don't request it, because in the end it will get removed from the customer's account but still count toward employee performance metrics. Which of the following could potentially help stop this unethical behavior?

Provide ethics training to all sales representatives

Redesign compensation to avoid rewarding unethical behavior

Issue a statement from top management declaring that such behaviors will not be tolerated

All of the above