Human Capital Management Exam Review
Course Introduction
Human Capital Management explores the strategic approach organizations use to effectively acquire, develop, manage, and retain their workforce. The course examines foundational theories and best practices in recruitment, talent management, performance appraisal, compensation, training, and employee development. Students will analyze the role of human capital in achieving organizational objectives, the impact of technology in HR processes, and the influence of legal and ethical considerations in managing people. Emphasis is placed on aligning human capital strategies with overall business goals to enhance organizational competitiveness and sustainability.
Recommended Textbook
Strategic Human Resources Planning 7th Edition by Monica Belcourt
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14 Chapters
1662 Verified Questions
1662 Flashcards
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Page 2
Chapter 1: Strategic Management
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99 Verified Questions
99 Flashcards
Source URL: https://quizplus.com/quiz/51660
Sample Questions
Q1) McNiven Construction Ltd.is influenced by a variety of elements from the internal environment.On the other hand,which of the following appears to be derived from the external environment of the company?
A)safety regulations
B)employment policies
C)safety practices
D)competencies of employees
Answer: A
Q2) The senior leadership team at Price Warehouse have decided on the competitive position Price Warehouse wants to achieve.Price Warehouse is well positioned to compete for the largest number of customers through the lowest prices.What type of strategy is Price Warehouse adopting?
A)broad differentiation strategy
B)low-cost provider strategy
C)focused strategy based on lower cost
D)focused strategy based on differentiation
Answer: B
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Chapter 2: Aligning HR With Strategy
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Refer to Scenario: "Tentree Apparel." Tentree Apparel's strategic approach,which ensures the company maintains its social responsibility aims,shields the organization from what type of competitors?
A)labour market strategy providers
B)broad differentiation strategy providers
C)low-cost strategy providers
D)emergent strategy providers
Answer: C
Q2) Over 70 percent of Canadian executives state that their strategies are supported by a workforce plan.
A)True
B)False
Answer: False
Q3) A resource-based view of HR involves the thinking that different strategies require different behaviours from employees,which in turn are influenced by different HR practices.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Environmental Influences on HRM
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Refer to Scenario: Green Septic and Water Systems Inc.Green Septic and Water Systems Inc.believes its weakness is its performance in the U.S.A.It has also determined that it is missing an opportunity by not yet branching into children's plastic kayaks.In addressing these questions,what type of analysis/review is Green Septic and Water Systems Inc.conducting?
A)a SWOT analysis
B)an analysis of the company's internal weaknesses
C)a revenue analysis in order to see what chances it can take
D)a review of the company's strategic plans
Answer: A
Q2) Identify and briefly describe the four criteria suggested for HR planners to use for identifying significant trends
Answer: 1. Are there ripple effects (change in one aspect impacts another, such as social networking sites affecting both friendships and professional relationships)?
2. How profound are the impacts on peoples priorities, roles, and expectations?
3. How large is the impact scope (number of people impacted)?
4. Will the changes endure over time?
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Page 5
Chapter 4: The HR Forecasting Process
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) Which of the following is one of the forecasting method categories?
A)scenario and focus group methods
B)indirect- and direct-based models
C)mathematical and econometric models
D)inverse- and regression-based models
Q2) What is another term used for the knowledge,skills,abilities,and other characteristics (KSAOs)that are necessary for a person to perform well in their job?
A)job specifications
B)job analysis
C)job description
D)job design
Q3) A serious problem develops in some organizations when the personnel planning process becomes connected to the overall business goals of the organization.
A)True
B)False
Q4) Firm-specific human capital takes time to develop into generic human capital.
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) What type of information do HR budgets take into consideration when used in forecasting human resource demand?
A)industry experts and management knowledge
B)line employee and union staff records
C)historical company staffing trends and competitor staffing practices
D)university researchers' and business consultants' data
Q2) In the simple regression prediction model,X represents the independent variable.
A)True
B)False
Q3) Refer to Scenario: Canadian Engineering Shortages.The growth in demand for civil engineering occupations has been strong due to the rising needs associated with the high number of retiring workers.Although countless challenges influence the demand for engineering professionals,what is the primary cause of demand in this case?
A)external factors
B)demographic factors
C)labour market factors
D)organizational factors
Q4) What is envelope/scenario forecasting? Describe some of its features.
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7
Chapter 6: Ascertaining HR Supply
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142 Verified Questions
142 Flashcards
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Sample Questions
Q1) The vacancy model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization.
A)True
B)False
Q2) One aspect of HR supply is monitoring and controlling levels of absenteeism and employee turnover.
A)True
B)False
Q3) An organization finds that there are insufficient numbers of workers who possess the skills necessary to perform several job positions.What is this situation called?
A)employee segmentation
B)labour market supply
C)skills gap
D)external human resource supply
Q4) When an organization is planning on hiring additional employees,the growth percentage is negative.
A)True
B)False
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Chapter 7: Succession Management
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) Companies that have implemented effective succession management have experienced three outcomes.According to your textbook,which of the following is one of these outcomes?
A)improved organizational development
B)an increase in leadership development
C)an increase in shareholder value
D)reduced absenteeism and turnover
Q2) Refer to Scenario: Pacific Health Care.Why would PHC want to conduct succession planning for effective HR planning?
A)It enables PHC to respond appropriately when unpredictable changes occur.
B)It supports the PHC's organizational dependency on skilled and knowledgeable employees.
C)Although succession planning is costly and time consuming,it increases employee commitment and motivation.
D)Although succession planning is costly and time consuming,it increases organizational efficiency and productivity.
Q3) Identify an organization you are familiar with (such as from your work experience or from the course textbook).Discuss the reasons why the organization would implement succession planning.
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Page 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 HR planning software provides applications for deploying employees most effectively,such as forecasting overhead to determine staffing and scheduling requirements?
A)workforce scheduling
B)forensic reporting
C)system security
D)applicant tracking
Q2) Big data promotes the use of a single,shared relational database for critical information across the organization.
A)True
B)False
Q3) HR metrics functions largely within one domain.Which of the following is this initial workforce analytic domain?
A)predictive analytics
B)functional analytics
C)descriptive analytics
D)prescriptive analytics
Q4) What are the differences between a human resources information system (HRIS)and an enterprise resource planning (ERP)solution?
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Chapter 9: Change Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) In order to lead change,researchers suggest that HR professionals must be able to understand all aspects of the business,including what customers value about the firm's products or services.What is this HR competency?
A)credible activist
B)communicator
C)strategic positioner
D)systems thinker
Q2) In organizational settings,single-loop learning involves questioning the extent to which the strategy itself and the systems and structures that implement the strategy support the underlying purpose of the organization.
A)True
B)False
Q3) What is the most difficult stage in the change process?
A)diagnosing what needs to change
B)recognizing the need for change
C)planning and preparing for change
D)implementing and sustaining the change
Q4) Describe Kurt Lewin's three-step model of planned organization change
Q5) Define double-loop learning and how this occurs in organizational settings.
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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) There is a movement by organizations to protect a core of employees and surround that with a periphery of less permanent employees.
A)True
B)False
Q2) What type of strategy requires an organization to focus on work process and to assess whether specific functions,products,and/or services should be eliminated?
A)downsizing
B)workforce reduction
C)work redesign
D)systematic change
Q3) Refer to Scenario: ConocoPhillips.ConocoPhillips is working with senior HR planners to develop a long-term downsizing strategy that changes not only the organization's culture and attitudes but also employees' values.The company's goals are to reduce costs and enhance quality.What type of downsizing strategy is it adopting?
A)culture change
B)workforce reduction
C)work redesign
D)systematic change
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12
Chapter 11: Strategic International HRM
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128 Verified Questions
128 Flashcards
Source URL: https://quizplus.com/quiz/51670
Sample Questions
Q1) When an individual leaves his or her home country to work in a foreign country,this individual is considered a repatriate.
A)True
B)False
Q2) What do you call individuals from the subsidiary country who know the foreign cultural environment well?
A)home-country nationals
B)third-country nationals
C)parent-country nationals
D)host-country nationals
Q3) The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Understanding the industries and culture are two of these areas.
A)True
B)False
Q4) Identify and briefly explain the three different approaches to SIHRM.
Q5) There are four steps that guide effective expatriate training.Discuss one step and its importance to effective training.
Q6) What is repatriation? What are some of the issues facing repatriates?
Page 13
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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) If two competitors merge,what type of merger is created?
A)horizontal
B)vertical
C)linear
D)conglomerate
Q2) Economies-of-scale benefit is the ability of a firm to use one set of inputs to produce a wider range of products and services.
A)True
B)False
Q3) If a company is able reduce costs by a corporate combination,what is this ability called?
A)economy-of-scope advantage
B)economy of advantage
C)economies of scale
D)economies of productivity
Q4) When XM and SIRIUS,two satellite radio businesses in Canada,merged,the impact was negligible on the bottom line for XM.
A)True
B)False
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Chapter 13: Outsourcing
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) What is an essential first step that an organization must undertake with its outsourcing vendor when negotiating the contract?
A)making sure that there is a termination clause
B)checking references using the vendor's current clients
C)establishing benchmarks for current service levels
D)projecting a budget for cost savings
Q2) Outsourcing is the same as using consultants which may provide assistance on a project-by-project basis.
A)True
B)False
Q3) What is the first step in managing outsourcing?
A)cost-benefit analysis
B)selecting the vendor
C)negotiating the contract
D)monitoring the arrangement
Q4) What are two primary reasons why organizations outsource?
A)strategic and transactional focus
B)access to specialized expertise and advanced technology
C)access to specialized expertise and ability to service remote locations
D)organizational politics and restructuring
15
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Chapter 14: HR Assessment and Analytics
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) What term best defines how HR metrics,such as turnover and employee engagement,are used to describe the workforce?
A)workforce analytics
B)HR analytics
C)analytics
D)performance metric
Q2) There are four sources of benchmarking partners: internal,competitive,sector,and external.
A)True
B)False
Q3) If HRM is effective,it can cause numerous effects on employee behaviour.What is one such effect?
A)improving customer satisfaction
B)enhancing employee attrition
C)reducing employee shirking
D)eliminating high-potentials
Q4) An example of an activity-based measure is the cost of the training program.
A)True
B)False
Q5) Briefly describe three methods used to measure client satisfaction.
Page 16
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