Question 1

To set up a performance management system that supports the organization's goals,employees need to understand what they must do to contribute to a goal achievement.

Accepted Answer

In order for employees to contribute to goal achievement, they must have a clear understanding of what is expected of them. Setting up a performance management system that communicates these expectations and provides feedback on progress is essential to ensuring everyone is aligned and working towards the same goals.

Question 2

A benefit of e-HRM is that employees can help themselves to information they need when they need it,instead of contacting an HR staff person.

Accepted Answer

e-HRM allows for self-service options that give employees access to information they need without having to go through an HR staff person. This can save time and streamline HR processes.

Question 3

A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.

Accepted Answer

Input from employees can provide valuable insight into the ethical dilemmas and situations they may encounter in their work. By including their perspectives, a code of ethics can be developed that is more relevant and practical, increasing the likelihood of it being understood and followed by employees.

Question 4

Transaction processing includes the activities required to meet government reporting requirements.

Accepted Answer

Transaction processing involves capturing, reviewing, and recording financial transactions to meet internal and external reporting requirements, including those mandated by the government.

Question 5

Measures of employees' performance should take the effects of situational constraints into account.

Accepted Answer

Situational constraints such as lack of resources, unclear instructions, or external factors can impact an employee's performance, and therefore should be considered when measuring their performance. Ignoring these situational constraints can lead to inaccurate evaluations and unfair judgments of an employee's abilities.

Question 6

High-performance work systems are characterized by high employee turnover.

Accepted Answer

High-performance work systems are designed to attract and retain high-quality employees, so they typically have low employee turnover rates.

Question 7

Themost popular way to empower employees is to design work so that it can be performed by individuals.

Accepted Answer

The most popular way to empower employees is to involve them in decision making, provide opportunities for learning and growth, and give them the resources and support needed to do their jobs effectively. Designing work so that it can be performed by individuals is just one small aspect of an overall empowerment strategy.

Question 8

A condition underpinning any high-performance organization is that employees be fully engaged with their work.

Accepted Answer

Employee engagement is a crucial element of high-performing organizations as it determines productivity, job satisfaction, and ultimately, overall success.

Question 9

In the context of e-HRM,online appraisal or talent management systems provide data that can help managers spot high performers to reward or types of skills where additional training is a priority.

Accepted Answer

Online appraisal and talent management systems provide data and analytics that managers can use to identify high performers and areas for improvement, which can inform decisions about training, rewards, and promotions.

Question 10

An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees.

Accepted Answer

The answer of An expert system can increase efficiency by...

Question 11

Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology,organization structure,and human resources as unrelated.

Accepted Answer

Creating a high-performance work system entails an integrated approach to decision making about technology, organization structure, and human resources, whereas traditional management practice treats these decisions as separate and unrelated.

Question 12

To create a learning organization,one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

Accepted Answer

Creating a learning organization involves both generating and sharing knowledge as well as teaching skills. The challenge is not to shift focus away from one towards the other, but to balance and integrate both aspects to foster continuous learning and adaptability.

Question 13

A standard feature of a modern Human Resource Information System is the use of relational databases,which store data in separate files that can be linked by common elements.

Accepted Answer

This statement is true. Relational databases are commonly used in modern HRIS to store and organize data in separate files that can be linked through common elements such as employee IDs. This allows for efficient data management and retrieval.

Question 14

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices.

Accepted Answer

Research studies have found that improving HRM practices as a whole has a greater impact on organizational outcomes than focusing on just one or two isolated practices. This is because all HRM practices are interconnected and can either reinforce or detract from each other, thereby affecting overall organizational performance.

Question 15

The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.

Accepted Answer

The statement is true. The reward systems of an organization often include performance measures and methods for measuring performance to evaluate and reward high-performing employees.

Question 16

High-performance organizations do not need selection methods that identify more than technical skills.

Accepted Answer

High-performance organizations consider a wide range of factors in their selection methods, including technical skills, cognitive abilities, personality traits, and values. They recognize that success in a role requires a combination of different competencies, and aim to assess candidates holistically.

Question 17

People experience occupational intimacy when they love their work,when they and their co-workers care about one another,and when they find their work meaningful.

Accepted Answer

Occupational intimacy refers to a sense of connection and closeness that people feel towards their work, co-workers, and the meaning they derive from their work. When people love their work, care about their co-workers, and find meaning in their work, they are likely to experience occupational intimacy.

Question 18

An organization's HR department makes most decisions about organizational structure.

Accepted Answer

While the HR department may have input and provide recommendations on organizational structure, most decisions related to structure are typically made by senior management or executive leadership.

Question 19

Compensation usually discourages high-performance organizations when it is linked in part to performance measures.

Accepted Answer

Compensation is often used to encourage high performance in organizations by linking it to performance measures such as productivity, quality, and customer satisfaction. Rewards and bonuses based on successful performance can motivate employees to work harder and achieve better results.

Question 20

For an organization's human resource division,"customers" are the organization's top management.

Accepted Answer

The "customers" of an organization's human resource division include not only the top management but also all employees, departments, and sometimes even external candidates or stakeholders, as HR is responsible for a wide range of services that benefit the entire organization.

Quiz 9: Creating and Maintaining High-Performance Organizations