Leadership and Strategy Flashcards

Which organizational structure is MOST likely to support rapid innovation and cross-functional collaboration?

Answer: Matrix structure with shared reporting relationships

Matrix structures break down silos by giving employees dual reporting lines, fostering collaboration across functions and accelerating innovation.

A company is experiencing high voluntary turnover among high performers. From a strategic HR perspective, what is the FIRST diagnostic step?

Answer: Conduct stay interviews and exit data analysis to identify root causes

Diagnosing root causes through qualitative and quantitative data (stay/exit interviews, turnover analytics) prevents misaligned retention investments.

The Balanced Scorecard used in strategic HR planning typically includes which four perspectives?

Answer: Financial, customer, internal processes, and learning & growth

Kaplan and Norton's Balanced Scorecard measures organizational performance across financial, customer, internal business process, and learning & growth dimensions.

When an organization shifts from a cost-leadership strategy to a differentiation strategy, HR should PRIMARILY adjust which element?

Answer: Shift talent acquisition and development toward creativity, innovation, and specialized expertise

Differentiation strategy demands unique value creation, so HR must attract and develop talent capable of innovation, quality, and specialized performance.

Which term describes the process of using HR data and analytics to make evidence-based workforce decisions?

Answer: People analytics

People analytics (also called HR analytics or workforce analytics) applies data science to human capital data to drive strategic decisions.

Under the Resource-Based View (RBV) of strategic management, a sustainable competitive advantage through people is achieved when the workforce is:

Answer: Valuable, rare, inimitable, and non-substitutable (VRIN)

The RBV framework holds that human capital provides lasting competitive advantage only when it meets the VRIN criteria—valuable, rare, imperfectly imitable, and non-substitutable.

An SPHR is tasked with building an employer brand strategy. Which outcome is MOST directly linked to a strong employer brand?

Answer: Improved quality of applicant pools and reduced cost-per-hire

A compelling employer brand attracts higher-quality candidates organically, reducing time and cost-per-hire while improving selection outcomes.