Human Capital Management
Final Exam Questions
Course Introduction
Human Capital Management explores the strategic approach to acquiring, developing, managing, and optimizing an organization's most valuable asset its people. The course covers topics such as talent acquisition, workforce planning, performance management, training and development, compensation and benefits, and employee relations. Students will learn how effective human capital strategies align with organizational objectives, foster a positive work environment, and drive overall business success. Emphasis is placed on both traditional HR functions and emerging trends, including the use of analytics and technology in managing human resources.
Recommended Textbook
Human Resource Management 6th Edition by H. John Bernardin
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14 Chapters
794 Verified Questions
794 Flashcards
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Page 2
Chapter 1: Strategic Human Resource Management in a Changing Environment
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53 Verified Questions
53 Flashcards
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Sample Questions
Q1) __________ involves the arrangement of work tasks based on the interaction of people,technology,and the tasks to be performed in the context of the mission,goals,and the strategic plan of the organization.
A)Employee and organizational development
B)Organizational design
C)Staffing
D)Performance management
E)Organizational development
Answer: B
Q2) Which act prohibits job discrimination on the basis of race,sex,color,religion,or national origin?
A)Civil Rights Act of 1964
B)Americans with Disabilities Act of 1990
C)Fair Labor Standards Act
D)National Labor Relations Act
E)Employee Retirement Income Security Act
Answer: A
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Page 3
Chapter 2: The Role of Globalization in HR Policy and Practice
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Sample Questions
Q1) Individuals from societies with a short-term orientation expect quick results,personal steadiness and stability,and place less emphasis on status.
A)True
B)False
Answer: True
Q2) In __________ industries,a firm's competitive position in one country is significantly affected by its position in other countries.
A)Local
B)Decentralized
C)Centralized
D)Global
E)Multilocal
Answer: D
Q3) HR within a global company is complex because of the different cultures,politics and laws that exist between locations.
A)True
B)False
Answer: True
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Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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62 Flashcards
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Sample Questions
Q1) Who carries the initial burden of proof when demonstrating that a prima facie case of discrimination exists?
A)The court
B)The defendant
C)The district attorney
D)The Equal Employment Opportunity Commission (EEOC)
E)The plaintiff
Answer: E
Q2) The 80 percent or four-fifths rule derives from the EEOC's Uniform Guidelines on Employee Selection Procedures.
A)True
B)False
Answer: True
Q3) What is the purpose of the Equal Pay Act of 1963?
Answer: The Equal Pay Act (EPA)prohibits discrimination on the basis of sex in the payment of wages of benefits,where men and women perform work of similar skill,effort,and responsibility for the same employer under similar working conditions.
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Page 5
Chapter 4: Work Analysis and Design
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Sample Questions
Q1) The trait approach is better suited for performance appraisal development than the job oriented and worker oriented approaches.
A)True
B)False
Q2) Job specifications define the job in terms of its content and scope.
A)True
B)False
Q3) How might work analysis data vary?
Q4) Which of the following approaches is used to obtain specific behavioral descriptions of a job?
A)O*Net
B)Critical Incident Technique (CIT)
C)Managerial Position Description Questionnaire (MPDQ)
D)Position Analysis Questionnaire (PAQ)
E)Job Compatibility Questionnaire (JCQ)
Q5) In the qualitative method,job is described in a descriptive,nonnumerical manner.
A)True
B)False
Q6) List the chronological steps in effective work analysis.
Q7) Explain three products of job analysis information.
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) Discuss the advantages and disadvantages of internal versus external recruitment sources.
Q2) It is important for recruiters to consider how changes to overall compensation would impact the company's ability to attract applicants to a job.
A)True
B)False
Q3) The six sequential steps in the Human Resource Planning (HRP)process are:
A)labor analysis, supply analysis, environmental scanning, gap analysis, action programming, evaluation
B)evaluation, labor analysis, supply analysis, environmental scanning, gap analysis, action programming
C)environmental scanning, labor analysis, supply analysis, gap analysis, action programming, evaluation
D)environmental scanning, supply analysis, labor analysis, gap analysis, action programming, evaluation
E)gap analysis, supply analysis, labor analysis, action programming, environmental scanning, evaluation
Q4) List the six steps in trend analysis.
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Chapter 6: Personnel Selection
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Q1) As part of a selection process,candidates are asked to assume the responsibility of a manager to deal with a subordinate experiencing performance problems.This form of assessment is often referred to as a(n):
A)Leaderless group discussion
B)Role-play
C)In-basket session
D)Oral presentation
E)Decisiveness skills
Q2) Introversion is a positive personality characteristic to look for in candidates for managerial positions.
A)True
B)False
Q3) You are hiring a cashier,who will be earning minimum wage.You could consider using
A) an assessment center to determine risk of theft from the applicants.
B) General impressions gathered through a non-structured interview.
C) Evaluating information from candidates based on a variable rating standards.
D) Selection methodology with limited utility to control costs.
E) A weighted application blank that factors in where the applicant lives.
Q4) What does the self-report personality inventory consist?
Page 8
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Chapter 7: Performance Management and Appraisal
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Q1) One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.
A)fundamental attribution error
B) representativeness bias
C)availability bias
D)leniency bias
E)anchoring bias
Q2) List the three basic ways in which raters can make performance assessments.
Q3) Graphic rating scales such as BARS and MBO help identify whether or not the ratee's performance matches the anchor.
A)True
B)False
Q4) Define the six different types of outcomes that may be measured in a work performance system.Provide brief examples for each.
Q5) MBO is most effective when goals are set by the manager at a level that the employees believe is not attainable because that will motivate the employee to work harder.
A)True
B)False
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Chapter 8: Training and Development
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Sample Questions
Q1) Relapse prevention emphasizes the learning of a set of self-control and coping strategies when the trainee is faced with high-risk situations.
A)True
B)False
Q2) Podcasts are an effective method of training because:
A)It allows for trainees to learn new motor skills
B)Trainees are more engaged in the training
C)It allows for two-way communication
D)Whole learning is most effective
E)Use of computers is in decline
Q3) E-learning is very useful for training interpersonal skills or psychomotor tasks.
A)True
B)False
Q4) What are the different ways of making content meaningful so as to increase retention?
Q5) A needs assessment involves the analysis of organization,job,and person.
A)True
B)False
Q6) What aspects must be considered while choosing a training method?
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Chapter 9: Career Development
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Q1) Two tools often used to assist individuals in their self-assessments include career-planning workshops and career workbooks.
A)True
B)False
Q2) Which of the following is an organizational assessment program?
A)Succession planning
B)Realistic recruitment
C)Career workbooks
D)Skills inventory
E)Career center
Q3) List a few trends adopted by organizations to improve work-family balance.
Q4) List a few advantages and problems of E-mentoring.
Q5) Explain the benefits of a career development system for an organization.
Q6) List a few recommendations to help the organization make the process of downsizing less traumatic and fair.
Q7) Describe at least three problems that repatriates face in their companies and suggest how the company might solve the problem.
Q8) List a few steps that organizations can take to eliminate the potentially adverse consequences of entrenchment.
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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Sample Questions
Q1) In order to qualify for the executive employee exemption,the employee must be compensated on a salary basis at a rate not less than __________ per week.
A)$454
B)$545
C)$554
D)$544
E)$455
Q2) Broadbanding allows managers to make very precise differentiations in pay through the large number of pay grades.
A)True
B)False
Q3) All of the following are forms of direct compensation except?
A)Base salary
B)Dental benefits
C)Vacation
D)401K
E)Defined contribution pension
Q4) List all the criteria that must be met to qualify for the executive employee exemption.
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Page 12
Chapter 11: Rewarding Performance
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Sample Questions
Q1) Clawback provisions allow a company to grant an executive stock and then increase their stock gains by manipulating the price of the stock through corporate buy back programs.
A)True
B)False
Q2) Merit pay plans are also known as piece-rate systems.
A)True
B)False
Q3) When there is relatively little differential pay associated with using merit pay systems,one of the major problems that arise is:
A)company has a problem tracking payroll costs.
B)best performers perceive it as inequitable.
C)middle performers complain.
D)poor performers become worse.
E)top management takes the opportunity to give itself raises.
Q4) One reason for the failure of PFP systems is that employees do not understand the connection between their performance and changes in pay.
A)True
B)False
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Chapter 12: Managing the Employment Relationship
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Sample Questions
Q1) _____ requires organizations to give affected employees 60 days notice of a plant closing or when mass layoffs are expected:
A)Covenant of good faith and fair dealing
B)An early retirement package
C)The Fair Ethics Act
D)The Worker Adjustment and Retraining Notification Act
E)The collective bargaining agreement
Q2) The more you introduce an employee to the culture of the company before their first day of work the more confused they will be.It is best to wait until the first day of work to begin orientation.
A)True
B)False
Q3) Which of the following could be an exception to the employent -at-will concept?
A)An employee who does not have an employment contract is terminated
B)There is mutual agreement between employer and employee to severe the relationship
C)An employee is terminated for filing a workers compensation claim
D)An employee is fired for violation of a company policy
E)Firing an employee for gross misconduct
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Page 14
Chapter 13: Labor Relations and Collective Bargaining
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Sample Questions
Q1) Which of the following statements regarding unions is FALSE?
A)Unions tend to not get involved in productivity improvement programs.
B)Union membership has dropped substantially in the 1980s.
C)Union influence is much greater outside of the U.S., particularly in Europe.
D)Unions put constraints on many HR decisions such as compensation, promotion, demotion, and termination.
E)Employees believe that unions can actually improve conditions and, in particular, can have an impact at their own workplace.
Q2) OSHA's has workplace standards for most potential hazards,with the exception of noise levels in the work place.
A)True
B)False
Q3) Briefly discuss the two perspectives on the effects of labor unions.
Q4) Differentiate between picketing,striking,and boycotting an employer.
Q5) Unlike the U.S.,in Europe,more than one union,may represent the same workers.
A)True
B)False
Q6) Briefly explain the aspects involved in preparing for labor contract negotiations.
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Chapter 14: Employee Health and Safety
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Sample Questions
Q1) Highlight the conditions under which the law does not provide compensation.
Q2) Highlight the types of violations that may be cited and the penalties that may be proposed.
Q3) OSHA does NOT have responsibility for which of the following?
A)Developing enforceable standards.
B)Record keeping and reporting.
C)Inspection of the workplace.
D)Inspection of record-keeping forms.
E)Inspection of employee payslips.
Q4) Selective hiring is achieved through the selective exclusion of high-risk employees.
A)True
B)False
Q5) EAPS are a complimentary to drug testing programs,providing for voluntary treatment of employees who test positive during random drug testing,and training for mangers on making constructive confrontations.
A)True
B)False
Q6) Discuss the four areas that organizations can use to reduce or eliminate unsafe behaviors at work.
Page 16
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