HR's basic challenges in formulating strategies include(s): Need to support corporate productivity and performance improvement efforts.

Employees playing an expanded role in performance improvement efforts. Being more involved in designing the company's strategic plan. All of the above.

Identifying and executing the firm's mission by matching its capabilities with demands of its environment is the firm's: Mission statement. Vision. Strategic management. SWOT analysis.

A general statement of a firm's intended direction that evokes emotional feelings in its members is the firm's: Mission statement. Vision. Strategy. Strategic plan.

A SWOT analysis compares a company's strengths and weaknesses with its: Strategic plan. Mission statement. Opportunities and threats. Vision.

A short-term statement that communicates for a firm "who we are, what we do, and where we're headed" is its: Mission statement. Vision. Strategy. Strategic plan.

A company's _____ strategy identifies the portfolio of businesses that comprise the company and how they relate to each other. Diversification Corporate level Vertical integration Competitive

A _____ strategy identifies how to build and strengthen the firm's long-term competitive position in the marketplace. Consolidation Competitive Diversification Geographic expansion

Factors that allow an organization to differentiate its products or services from those of its competitors to increase market share are known as: Cost leadership. Diversification. Competitive advantage. Functional strategy.

_____ strategies are the basic courses of action that each department pursues to help the business attain its competitive goals. Differentiation Functional Diversifying None of the above

Formulating and executing HR systems that produce employee competencies and behaviors needed to achieve the company's strategic aims is (are): HR strategies. Strategic HR management. Strategy execution. Strategic implementation.

Basic components of a value-creating strategy-oriented HR process are: HR professionals. HR system. Employee behaviors and competencies. All of the above.

The metrics in an HR Scorecard are measurements of: Employee behaviors. Organizational outcomes. HR activities. All of the above.

HR's central challenge is to match internal strengths and weaknesses with external opportunities and threats. True False

The process of matching the organization's capabilities with its environment's demands is known as strategic management. True False

Implementing a strategic plan is known as strategic management.

True False

Compiling and organizing the process of identifying strengths and weaknesses, opportunities and threats is a SWOT analysis. True False

Increasing market share by differentiating a firm's products or services from those of competitors is achieving a competitive advantage. True False

Applying HR systems to produce employee competencies and behaviors needed to achieve strategic aims is strategy formulation. True False

HR management enters the strategy formulating process after the firm completes its SWOT analysis. True False

Measuring HR's effectiveness and efficiency in producing desired employee behaviors is accomplished with an HR Scorecard. True False

An HR Scorecard combines the company's strategy with causal links and established metrics. True False

An HR Scorecard's metrics help measure how well the HR function is contributing to achieving the firm's strategic goals. True False