SOLVED

26. Succession planning, which determines how the organization will handle the departure of managers and how current employees will be ready to take on those roles when a manager does leave, falls under the _____ duty of HRM. a. determination of compensation and benefits b. enhancement of retention c. training and development d. compliance with regulatory issues e. development of basic workplace policies 27. Which of the following differentiates an HR plan and an HRM strategic plan? a. The HR plan addresses the specific activities in the HR department, while the HRM strategic plan is tied directly to the company’s overall objectives. b. The HR plan comprises long-term goals, while the strategic plan typically includes short-term objectives. c. The HR plans focuses on dealing with external factors affecting the organization, while an HRM strategic plan typically considers the internal environment of the organization. d. Changes in technology or demographics of the workforce are accounted for in the HR plan, while the HRM strategic plan primarily ensures that recruitments and the allied paperwork are up-to-date. e. An HR plan operates at the organizational level, while the strategic HRM plan predominantly applies to the HR department. 28. Jason McDowell, an HR manager with Prime Banking and Consultancy, switched from the traditional recruitment methods he had used successfully for over a decade to using the Internet as a platform to advertise job openings. He feels that this change enables him to portray his company’s culture in a way that appeals to the younger generation who are avid users of these sites. Additionally, it helps him target the younger generation of potential candidates who are required to fill the positions that are becoming vacant as employees of the baby boomer generation are set to retire. It also helps him minimize costs—a crucial benefit in the uncertain economic conditions that are prevailing. His ability to alter his methods to suit the external factors affecting the organization reflects the area of HR function that Ulrich referred to as the _____. a. administrative expert b. functional expert c. human capital developer d. change agent e. employee advocate 29. Nicole Boyd, an HR manager, had been receiving many complaints about production managers who were rejecting work-from-home requests from their subordinates. Nicole reviewed the situation and evaluated the performance of those who had made the request. She selected those employees whose work required minimal feedback and then took up their case with the production managers, providing evidence of the employees’ high-quality work. Nicole’s action helped the employees and production managers come to an agreement which enabled the employees to work from home three days a week. Nicole’s act of confronting her managers with an issue faced by the employees reflects the _____ role of an HR official. a. administrative expert b. functional expert c. human capital developer d. strategic partner e. employee advocate 30. Which of the following models provides an overall view of the role of HRM in the organization? a. Kirkpatrick’s model b. Ulrich HR model c. Hackman and Oldham model d. Porter’s Five forces model e. Two-factor model  Â