Business Administration
Exam Materials
Course Introduction
Business Administration is a comprehensive course designed to introduce students to the fundamentals of managing and operating organizations in various sectors. The curriculum covers key concepts such as organizational structure, strategic planning, leadership, marketing, accounting, finance, human resources, and operations management. Students will develop practical skills in decision-making, problem-solving, and effective communication, while also gaining insights into ethical considerations and global business environments. Through case studies, group projects, and real-world applications, learners are equipped with the knowledge and expertise necessary for successful careers in business management and administration.
Recommended Textbook
Strategic Human Resources Planning 7th Edition by
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14 Chapters
1662 Verified Questions
1662 Flashcards
Source URL: https://quizplus.com/study-set/2593
Page 2
Monica Belcourt
Chapter 1: Strategic Management
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99 Verified Questions
99 Flashcards
Source URL: https://quizplus.com/quiz/51660
Sample Questions
Q1) "Our company is committed to honesty and improving society." What type of statement does this quote describe?
A)attitude
B)policy
C)strategic
D)value
Answer: D
Q2) What type of strategy changes incrementally due to environmental changes?
A)intended
B)discarded
C)realized
D)emergent
Answer: D
Q3) Establishing the mission,vision,and values is the first step in strategic planning.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Aligning HR With Strategy
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85 Verified Questions
85 Flashcards
Source URL: https://quizplus.com/quiz/51661
Sample Questions
Q1) What two items does an organization match together in the human capital perspective of HRM?
A)values of employees and the organization's budget
B)capacity of employees and the organization's motivation
C)capabilities of employees and the organization's strategy
D)creativity of the employees and the organization's goals
Answer: C
Q2) Refer to Scenario: Swimco.What is the primary reason that Swimco's HRM leadership team aligns their HR policies,practices,and philosophies with their organizational strategy?
A)to facilitate the attainment of top talent
B)to ensure that the HR system remains current with the internal environment
C)to ensure that the HR system remains current with the external environment
D)to facilitate the attainment of organizational strategy through their HR systems
Answer: D
Q3) From the human capital perspective,companies should invest in their employees.
A)True
B)False
Answer: True
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4
Chapter 3: Environmental Influences on HRM
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) A new regulation issued by the government requires certain safety training of employees.What is the major environmental factor that will affect the company's HR strategy in this case?
A)economics
B)globalization
C)demographics
D)legislation
Answer: D
Q2) A HR analysis of the external environment consists of four phases.Which of the following is one phase?
A)establishing a value statement
B)analyzing dynamic capabilities.
C)internal competency analysis
D)forecasting to project the impact on the organization
Answer: D
Q3) The baby boomers are the most important demographic factor that should be monitored by HR professionals.
A)True
B)False
Answer: False
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Chapter 4: The HR Forecasting Process
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139 Verified Questions
139 Flashcards
Source URL: https://quizplus.com/quiz/51663
Sample Questions
Q1) A projection is a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions.
A)True
B)False
Q2) The Conference Board of Canada found that organizations reported three important long-term HR priorities.What are these priorities?
A)leadership development,workforce planning,and succession management
B)employee engagement,aging workforce,and workforce planning
C)capacity to innovate,labour cost containment,and succession management
D)capacity to innovate,respond to rapid change,and contain labour costs
Q3) What HR concept is defined as a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions?
A)envelope
B)prediction
C)forecasting targets
D)projection
Q4) A projection incorporates several HR estimates based on few assumptions.
A)True
B)False
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Chapter 5: Determining HR Demand
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) If HR specialists use multiple predictor estimates of the future demand for personnel based on a variety of differing assumptions about how future events will unfold,what type of forecasting technique or analysis are they using?
A)Delphi technique
B)nominal technique
C)impact analysis
D)scenario forecast
Q2) In a trend analysis,it is necessary to extrapolate data related to historical changes.
A)True
B)False
Q3) The Oakland Athletics baseball team used statistical cause-and-effect models for HR planning.What do cause-and-effect models assume?
A)that there is an ongoing relationship between independent and dependent variables
B)that the extrapolated trends will influence future supply and demand
C)that the time horizon used for the models is most conducive to short-term forecasts
D)that the subjective judgment of experts supports the forecasts
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7
Chapter 6: Ascertaining HR Supply
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142 Verified Questions
142 Flashcards
Source URL: https://quizplus.com/quiz/51665
Sample Questions
Q1) When personnel supply requirements are approached in a "top-down" fashion,the level with the highest relevant authority level is the starting point in the vacancy model.
A)True
B)False
Q2) When considering the issue of supplying personnel to meet organizational demand,what aspects must be considered?
A)current employees and individuals previously employed by the organization
B)internal HR supply and individuals who receive training for subsequent promotion
C)internal and external human resource sources
D)preferential consideration to the internal workforce through promotions and training
Q3) According to the textbook,which of the following is NOT typically included in a skills inventory?
A)hobbies and interests
B)work history
C)gender
D)education
Q4) What is the difference between a skills inventory and a management inventory?
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8
Chapter 7: Succession Management
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) HR planning is the process of identifying short-term and long-term emergency backups to fill critical positions.
A)True
B)False
Q2) Refer to Scenario: Pacific Health Care.An LPN at PHC must be a current full practising licensure with the College of Licensed Practical Nurses of British Columbia (CLPNBC).An individual worker's LPN licence and other skill and knowledge requirements are matched to specific jobs at PHC.What is this process called?
A)succession and replacement planning
B)Markov analysis
C)job specification and job matching
D)HRM systems
Q3) The effective implementation of succession management has been linked to three outcomes.According to your textbook,which of the following is one of these outcomes?
A)improved performance management
B)the retention of key talent
C)an increase in training and development
D)improved career development
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9
Chapter 8: Information Technology for HR Planning
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) What is the first step in defining an organization's needs regarding a new technology solution for HRM?
A)explore the marketplace
B)develop a proposal
C)conduct a needs analysis
D)evaluate data security
Q2) Online recruiting or e-recruiting is a type of web-based HR process and practice.
A)True
B)False
Q3) Self-service is a technology platform that enables employees and managers to access and modify their data via a web browser from a desktop or centralized kiosk.
A)True
B)False
Q4) Replacement planning deals with finding employees for all positions in the organization.
A)True
B)False
Q5) Define HR analytics.List three uses of workforce analytics.
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Chapter 9: Change Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Organizations are complex,closed systems that both influence and are influenced by?their environment.
A)True
B)False
Q2) Both single-loop and double-loop learning are methods of learning that involve questioning current assumptions,examining problems from different perspectives,and questioning the validity of the problems.
A)True
B)False
Q3) Implementing change is one of the most difficult stages in the change process.
A)True
B)False
Q4) Many change models recognize that the change process comprises several critical periods of change.What is the first period?
A)diagnosing what is needed for organizational change
B)planning and preparing for the change
C)identifying the need for change and ensuring buy-in from all stakeholders
D)continuously managing and sustaining the change
Q5) Describe Kurt Lewin's three-step model of planned organization change
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Chapter 10: Downsizing and Restructuring
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124 Verified Questions
124 Flashcards
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Sample Questions
Q1) Which of the following is a short-term strategy aimed at cutting the number of employees through programs such as attrition and early retirement?
A)work redesign
B)workforce reduction
C)systematic change
D)downsizing
Q2) What HR planning strategy refers to a career management approach aimed at reabsorbing excess or inappropriately placed workers into a restructured organization?
A)inplacement
B)outplacement
C)mentoring
D)career development
Q3) Asking employees to take voluntary sabbaticals is one medium-term solution to avoid downsizing.
A)True
B)False
Q4) Define workforce reduction.Discuss its limitations on human resource planning.
Q5) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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128 Verified Questions
128 Flashcards
Source URL: https://quizplus.com/quiz/51670
Sample Questions
Q1) Perceptual competencies refer to the capacity to understand why foreigners behave the way they do and to make correct attributions about the reasons for their behavior.
A)True
B)False
Q2) Parent-country nationals may be unfamiliar with the cultural norms of the host country.
A)True
B)False
Q3) Which of the following is a type of international assignment where the employee is relocated for a period of time,usually in excess of a year?
A)international commuters
B)expatriate
C)short-term assignment
D)Moderate-term assignment
Q4) When entering new markets,organizations are confronted with a wide range of challenges mostly related to socioeconomic,political,and technological aspects.
A)True
B)False
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Chapter 12: Mergers and Acquisitions
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) Which of the following is typically NOT an item included in a contingency plan for a merger?
A)financial projections
B)negotiation skills training
C)methods of communicating
D)chain of command
Q2) After a merger,restructuring including the termination of employees,often occurs.
A)True
B)False
Q3) The success of the valuation-driven acquisition depends on predicting economic cycles.
A)True
B)False
Q4) Which of the following is NOT a typical employee behaviour category during a merger?
A)not willing
B)not available
C)not able
D)not knowing
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Chapter 13: Outsourcing
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114 Verified Questions
114 Flashcards
Source URL: https://quizplus.com/quiz/51672
Sample Questions
Q1) What is the first step in managing outsourcing?
A)cost-benefit analysis
B)selecting the vendor
C)negotiating the contract
D)monitoring the arrangement
Q2) Which of the following HR the functions is NOT likely to be outsourced?
A)training
B)employee relations
C)recruiting
D)benefits administration.
Q3) Once an organization has negotiated the outsourcing contract,what would be the next step in managing outsourcing?
A)cost-benefit analysis
B)selecting the vendor
C)reviewing policies
D)monitoring the arrangement
Q4) Two core functions that should be outsourced are succession management and organizational change.
A)True
B)False
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Chapter 14: HR Assessment and Analytics
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103 Verified Questions
103 Flashcards
Source URL: https://quizplus.com/quiz/51673
Sample Questions
Q1) Which of the following is NOT a hurdle to the development of HR metrics?
A)applying HR measures consistently and over time
B)gaining acceptance of HR measures by stakeholders
C)training managers to believe in the usefulness of HR measures
D)identifying HR measures that are grounded in research and theory and are practical
Q2) What percentage is typically added to an HR budget in order to regularly evaluate HR practices?
A)5 percent
B)10 percent
C)15 percent
D)20 percent
Q3) What is an evidence-based approach for making better decisions about employees and HR policies,using a variety of tools to report HR metrics and to predict outcomes of HR programs?
A)performance analytics
B)HR analytics
C)data analytics
D)workforce analytics
Q4) What does added value mean when measuring the impact of HRM practices?
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