Chapter 2

Question 1

Phase I: Strategy Formulation
“The process of deciding on a strategic direction by defining a
company’s mission and goals, its external opportunities and
threats, and its internal strengths and weaknesses” (Noe et al.,
2012; p. 44)

Phase II: Strategy Implementation
“The process of devising structures and allocating resources to
enact the chosen strategy” (Noe et al., 2012; p. 44)
15

Answer 1

Strategic Planning Process

Question 2

Goal of strategic management is to deploy and
allocate resources in a way that gives an
organization competitive advantage.

Answer 2

Strategic Management

Question 3

The basic purpose of the organization as well as its scope of operations

Answer 3

Mission

Question 4

A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent

Answer 4

Strategic Vision

Question 5

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

Answer 5

Core Values

Question 6

_______ identifies the organization’s strengths and weaknesses.

Answer 6

Internal analysis

Question 7

_______ examines the organization’s operating environment to identify strategic opportunities and threats.

Answer 7

External analysis

Question 8

________: competing on productivity
and efficiency

Keeping costs low to offer an attractive price to customers (relative to
competitors)

Answer 8

Low-cost strategy

Question 9

________: compete on added value

Involves providing something unique and distinctive to customers
that they value

Answer 9

Differentiation strategy

Question 10

1. Administrative linkage (unlinked)
2. One-way linkage
3. Two-way linkage
4. Integrative linkage

Answer 10

Four levels of integration between HRM and strategic

management

Question 11

The pattern of human resources
deployments and activities that enable an
organization to achieve its strategic goals

Answer 11

Strategic HRM

Question 12

Behaviors that are required of an
individual in his or her role as a jobholder in a social
work environment

Answer 12

Role behaviors

Question 13

an evidence-based approach to making HR decisions on the basis of quantitative tools and models

Answer 13

HR analytics

Question 14

Specific measures tied to HR performance indicators

Answer 14

HR Metrics

Question 15

Reduce employee work hours/compensation
Attrition
Hiring freeze
Voluntary separation programs
Workforce downsizing/Reduction in Force (RIF)

Answer 15

Managing Talent Supply Imbalance (Surplus)

Question 16

Increase employee work hours through overtime
Outsource to a third party
Implement alternative work arrangements
Use contingent workers (temporaries, independent contractors)
Reduce employee turnover

Answer 16

Managing Talent Supply Imbalance (Shortage)

Question 17

Human suffering
Effectiveness
Cost
Expense
Ease of Change

Answer 17

The 5 factors affecting decisions for managing talent supply imbalance