Q121: Examples of core competencies related to the service transaction include the following, except
- A. political stability
- B. speed of transaction
- C. access to effective service personnel
- D. employee attitudes
Answer
Answer A. political stability
Q122: Which is not the area identified in major core competencies?
- A. Competitor differentiation
- B. Customer Value
- C. Profitability of industry
- D. Application to other market
Answer
Answer C. Profitability of industry
Q123: ___is defined as a combination of skills & techniques rather than individual skill or separate technique
- A. Competency
- B. Driving Force
- C. Core Identity Force
- D. Concurrent Filter
Answer
Answer A. Competency
Q124: Which is meant about analyze competitors & at the same time, it permits the comprehension of their vision, mission, core values, niche market, strength & weakness?
- A. Strategic Analysis
- B. Core Competence
- C. Competitive Landscape
- D. Competitive Strategy
Answer
Answer C. Competitive Landscape
Q125: ___are capabilities that serves as a source of competitive advantage for a firm over its rivals
- A. Concurrent Filters
- B. Core competencies
- C. Driving Forces
- D. Core Identity Forces
Answer
Answer B. Core competencies
Q126: ___is a business analysis which identifies competitors, either direct or indirect
- A. Competitive Landscape
- B. Strategic Analysis
- C. Core Competence
- D. Competitive Strategy
Answer
Answer A. Competitive Landscape
Q127: ___comes from a firm’s ability to perform activities more effectively that its rivals
- A. Competitive Landscape
- B. Competitive Advantage
- C. Core Competence
- D. Strategic Change
Answer
Answer B. Competitive Advantage
Q128: The concept of the core competency was developed by___
- A. H.N. Prashad & F.W. Taylor
- B. R.K. Narayan & Arthur D. Little
- C. C.K. Prahalad & Gary Hamel
- D. Ansoff & Willium F. Gluek
Answer
Answer C. C.K. Prahalad & Gary Hamel
Q129: Which criteria of core competency is related with the capabilities that allows firm to exploit opportunity or avert threats in its external environm
- A. Valuable
- B. Rare
- C. Costly to Imitate
- D. Non-substitutable
Answer
Answer A. Valuable
Q130: Capabilities that are valuable, rare, costly to imitate, & non-substitutable are___
- A. Core Competency
- B. Driving Forces
- C. Key Success Factors
- D. Concurrent Filters
Answer
Answer C. Key Success Factors
Q131: A___for a firm is whatever it does Best
- A. Core Competency
- B. Driving Forces
- C. Key Success Factors
- D. Concurrent Filters
Answer
Answer C. Key Success Factors
Q132: ___of a firm evolves out of consideration of several factors that are external to it
- A. Competitive Landscape
- B. Strategic Analysis
- C. Core Competence
- D. Competitive Strategy
Answer
Answer D. Competitive Strategy
Q133: If a company’s strategies result in superior performance it is said to have___
- A. Core Competency
- B. Strategic Analysis
- C. Competitive Advantage
- D. Value Creation
Answer
Answer C. Competitive Advantage
Q134: Which has detailed actions taken to provide value to customer & gain competitive advantage by exploiting core competencies in specific, individual products/services?
- A. Corporate level strategy
- B. Business level strategies
- C. Functional level strategies
- D. None of these
Answer
Answer B. Business level strategies
Q135: Which is the disadvantage of focused differentiation strategy?
- A. Lacking in distinctive competencies
- B. Higher cost of product/services
- C. Niche could be Disappear
- D. All the above
Answer
Answer D. All the above
Q136: The Prominent area where the human resources manager can play strategic role___
- A. Providing purposeful direction
- B. Building Core Competency
- C. Managing Workforce Diversity
- D. All the above
Answer
Answer D. All the above
Q137: Market sensing, Customer linking and channel bonding are
- A. Core Competencies
- B. Distinctive capabilities
- C. a & B
- D. None of the above
Answer
Answer B. Distinctive capabilities
Q138: An example of a core competency of a firm is___
- A. the corporate reputation
- B. communicating with customers in their own languages worldwide
- C. developing least squared exemptions within its accounting system
- D. evaluating tangible and intangible assets
Answer
Answer B. communicating with customers in their own languages worldwide
Q139: ___are the organizations major value creating skills, capabilities and resources that determine the organizations competitive weapon
- A. strength
- B. opportunities
- C. core competencies
- D. weaknesses
Answer
Answer C. core competencies
Q140: ___are capabilities that serve as a source of competitive advantage for a firm over its rivals
- A. Concurrent Filters
- B. Core competencies
- C. Driving Forces
- D. Core Identity Forces
Answer
Answer B. Core competencies
Q141: A___is a written description of the competencies required for fully successful or exemplary performance in a job category, work team, department, division, or organization
- A. competency model
- B. components of competency
- C. competencies
- D. competency framework
Answer
Answer A. competency model
Q142: ___is a means of clarifying key requirements for a job category or department and should be completed only after the dimensions of the work (for example, activities, tasks, setting, and tools) are identified
- A. competency model
- B. components of competency
- C. Competency identification
- D. competency framework
Answer
Answer C. Competency identification
Q143: ___refers to the measurement of the competencies needed to bring about desired business results, and___refers to the means of measurement that accurately reflects the actual competency levels of Employees
- A. Specific, measurable
- B. Achievable, validity
- C. Validity, reliability
- D. Reliable, validity
Answer
Answer A. Specific, measurable
Q144: Once organization’s leaders have identified their recruitment needs, they must confirm the accuracy of the___and___for the positions to be filled
- A. Job descriptions, specifications
- B. Job enlargement, Job enrichment
- C. Job evaluation, Job analysis
- D. Job analysis, Job evaluation
Answer
Answer A. Job descriptions, specifications
Q145: Competency-based___and___concentrate on the results expected of a successful or exemplary performer
- A. Recruitment, selection
- B. Training, development
- C. Performance, compensation
- D. Selection, performance
Answer
Answer A. Recruitment, selection
Q146: A competency-based approach encourages managers and other decision makers to clarify the verifiable, measurable results they expect from successful performers before a___decision is made
- A. Recruitment
- B. Selection
- C. Compensation
- D. Training
Answer
Answer B. Selection
Q147: Competency-based___also provides some insight into whether or not a new hire will be a good fit with the organization’s culture
- A. Recruitment
- B. Selection
- C. Compensation
- D. Training
Answer
Answer B. Selection
Q148: competency-based___and___process provides applicants with opportunities to outline, explain, and demonstrate their qualifications in competency-based terms
- A. Recruitment, selection
- B. Training, development
- C. Performance, compensation
- D. Selection, performance
Answer
Answer A. Recruitment, selection
Q149: competency-based recruitment and selection processes give___an opportunity to plan for developing competencies for new hires and for experienced workers who must be reassigned
- A. HR practitioners
- B. HR specialist
- C. Line specialist
- D. Dept. Head
Answer
Answer A. HR practitioners
Q150: Competency-based selection requires the investment of substantial numbers of hours by managers and others involved in group interviewing and assessments
- A. Recruitment
- B. Selection
- C. Compensation
- D. Training
Answer
Answer B. Selection
Q151: A___based model for self-directed training and development emphasizes the individual’s increased responsibility for his or her own learning
- A. Motivation
- B. Selection
- C. Competency
- D. Skill
Answer
Answer C. Competency
Q152: In the first step of the model, individuals decide to take more responsibility for their own___and competency development
- A. Motivation
- B. Learning
- C. outcome
- D. Skill
Answer
Answer B. Learning
Q153: ___model emphasizes both the group’s ability to carry out its collective work and each individual’s competence within the team context
- A. Competency-Based recruitment and selection
- B. Competency-Based Work Team Development
- C. Competency-Based performance appraisal
- D. Competency-Based compensation
Answer
Answer B. Competency-Based Work Team Development
Q154: The first step in applying the competency-based ISD model is called___in which trainers analyze the performance problem
- A. performance analysis
- B. performance planning
- C. performance evaluation
- D. performance appraisal
Answer
Answer A. performance analysis
Q155: Competency-based___approach establishes a work environment in which the roles, relationships, and responsibilities of both managers and employees are well defined and clearly stated
- A. Recruitment
- B. Selection
- C. performance management
- D. Training
Answer
Answer C. performance management
Q156: Competency-based___should be consistent with the corporate culture, which means that vendor training is not always appropriate for designing and developing an organization’s competency-based performance management system
- A. Recruitment
- B. Selection
- C. Performance management
- D. Training
Answer
Answer D. Training
Q157: The long-term success of any competency-based___system depends on senior managers understanding, endorsing in principle, and committing considerable resources to the project
- A. Recruitment
- B. Selection
- C. Performance management
- D. Training
Answer
Answer C. Performance management
Q158: Training for managers and their employees must be competency based and designed to ensure that new managers can complete the considerable training, explanations, briefings, speeches, and overall guidance and technical leadership on the competency-based approach to___
- A. Recruitment
- B. Selection
- C. Performance management
- D. Training
Answer
Answer C. Performance management
Q159: An employee___is any recognition in the form of a tangible or intangible award, prize, or incentive that acknowledges an employee’s contribution to organizational success
- A. Reward
- B. Selection
- C. Performance management
- D. Training
Answer
Answer A. Reward
Q160: Total___can be understood as an employee’s salary, benefits, and short- and long-term incentives, and rewards or recognition for achieving specific performance goals
- A. Recruitment & selection
- B. Reward
- C. Performance management
- D. Training
Answer
Answer B. Reward
