Human Capital Management Practice Exam
Course Introduction
Human Capital Management explores the strategies and practices organizations use to attract, develop, motivate, and retain a talented workforce. The course emphasizes the alignment of human resource functions with overall business objectives, focusing on workforce planning, talent acquisition, training and development, performance management, compensation, and employee relations. Students will analyze the impact of technological advancements, diversity, and globalization on human capital strategies, and will learn how effective human capital management drives organizational success and competitive advantage.
Recommended Textbook
Managing Human Resources 16th Edition by Scott A. Snell
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16 Chapters
2272 Verified Questions
2272 Flashcards
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Chapter 1: The Challenge of Human Resources Management
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118 Verified Questions
118 Flashcards
Source URL: https://quizplus.com/quiz/26124
Sample Questions
Q1) ____ is a competency of the HR manager that entails knowing the business of their organization thoroughly.One must understand its economic and financial capabilities as well as develop external relations skills focused on their customers.
A) Change Mastery
B) HR Mastery
C) Business Mastery
D) Personal Credibility
Answer: C
Q2) Free trade agreements stir fierce debate,especially when it comes to____________.
A) equal employment opportunities for women
B) jobs
C) proprietary technology
D) information exchange
Answer: B
Q3) Technology,transportation,communications,and utilities industries tend to spend the least on training.
A)True
B)False
Answer: False
Page 3
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Chapter 2: Strategy and Human Resources Planning
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Layoff decisions:
A) can cause management's discretion to be reduced where layoffs are based on seniority
B) are always determined by labor agreement
C) are made at management's sole discretion
D) and employment rights of each individual are determined by state law
Answer: A
Q2) Calculating separation costs and training investment factors are components measures of human capital.
A)True
B)False
Answer: True
Q3) A tool adopted for mapping a firm's strategy in order to ensure strategic alignment is:
A) target forecasting.
B) predicted focus.
C) balanced scorecard
D) replacement selection.
Answer: C
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Page 4
Chapter 3: Equal Employment Opportunity and Human Resources Management
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142 Verified Questions
142 Flashcards
Source URL: https://quizplus.com/quiz/26126
Sample Questions
Q1) Organizations subject to Title VII are required to post:
A) all job openings.
B) their application blank.
C) selected equal employment opportunity notices.
D) affirmative action goals.
Answer: C
Q2) When an employment selection instrument is related to job success,the instrument is said to have:
A) validity.
B) correctness.
C) discrimination.
D) exclusiveness.
Answer: A
Q3) Bona fide occupational qualifications can:
A) be used to identify adverse impact
B) be based on employer preference
C) permit discrimination by an employer
D) require reasonable accommodation on the part of the employer
Answer: C
Page 5
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Chapter 4: Job Analysis and Job Design
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147 Verified Questions
147 Flashcards
Source URL: https://quizplus.com/quiz/26127
Sample Questions
Q1) Task identity refers to:
A) the degree to which a job entails a variety of different activities,requiring the use of different skills and talents.
B) The degree to which the job requires completion of an identifiable piece of work with a visible outcome
C) The degree to which the job has impact on the work of others
D) The degree to which the job provides independence and discretion to the individual in scheduling the work and determining the procedures to use
Q2) ____ refers to a process of structuring organizations not around jobs but around projects that are constantly changing.
A) Employee engagement
B) Dejobbing
C) Job crafting
D) Ergonomics
Q3) Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.
A)True
B)False
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6
Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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143 Verified Questions
143 Flashcards
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Sample Questions
Q1) How may retirees participate in the work force? How can employers accommodate them?
Q2) Unlike temporary help agencies,which supply workers for only limited periods,employee-leasing companies place their employees with subscribers on a permanent basis.
A)True
B)False
Q3) According to the ASA model,which of the following is NOT a reason that some researchers have found organizational inbreeding occurs?
A) Attraction
B) Appraisal
C) Selection
D) Attrition
Q4) In a boundary-less career,individuals see themselves as free agents who move proactively from employer to employer.
A)True
B)False
Q5) Recommend some guidelines to an employee seeking a mentor?
Q6) Discuss some of the characteristics of a good mentor.
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Chapter 6: Employee Selection
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174 Verified Questions
174 Flashcards
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Sample Questions
Q1) A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a ____ model.
A) Multiple cutoff
B) Multiple hurdle
C) Compensatory
D) Contingency
Q2) Generally,___________ reference checks are preferable because they save time and provide for greater candor.
A) e-mail
B) fax
C) telephone
D) mail
Q3) Constructs,or traits,include all of the following except:
A) intelligence
B) mechanical comprehension
C) physical ability
D) anxiety
Q4) List and discuss the steps in the hiring process.
Q5) Define the concepts of reliability and validity.
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Chapter 7: Training and Development
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147 Verified Questions
147 Flashcards
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Sample Questions
Q1) Generally,an apprentice is paid about ____ of a skilled journey worker's wage to start.
A) one-third
B) one-half
C) two-thirds
D) three-quarters
Q2) All of the following are characteristics of successful trainers except: A) possessing knowledge of the subject.
B) being experimental.
C) having enthusiasm.
D) being adaptable.
Q3) The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.
A)True
B)False
Q4) If one were using the on-the-job training method of training,the first step would be to present the operations and knowledge to the learner.
A)True
B)False
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Chapter 8: Performance Management and the Employee
Appraisal Process
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160 Verified Questions
160 Flashcards
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Sample Questions
Q1) If an appraisal focuses on a narrow set of results criteria to the exclusion of other important process issues,the system may suffer from:
A) criterion deficiency
B) rater bias
C) lack of reliability
D) criterion contamination
Q2) Internal customers can provide valuable performance information for both developmental and administrative purposes.
A)True
B)False
Q3) If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors,the instrument suffers from:
A) criterion contamination.
B) lack of reliability.
C) criterion deficiency.
D) relevance.
Q4) Discuss some of the various types of rater error that may exist in the appraisal process.
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Chapter 9: Managing Compensation
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166 Verified Questions
166 Flashcards
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Sample Questions
Q1) Broadbanding expands the traditional salary grades into broader salary bands.
A)True
B)False
Q2) The measure of the average change in prices over time in a fixed "market basket" of goods and services is known as:
A) a cost of living allowance.
B) a cost of living adjustment.
C) the consumer price index.
D) the inflation index.
Q3) The fact that people make comparisons to others is central to:
A) expectancy theory
B) the need for pay secrecy
C) pay-for-performance programs
D) equity theory
Q4) Pay-for-performance programs have little if any effect on employee productivity.
A)True
B)False
Q5) A point manual can be used to determine the external equity of a job.
A)True
B)False
11
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Chapter 10: Pay-For-Performance: Incentive Rewards
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136 Verified Questions
136 Flashcards
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Sample Questions
Q1) Standard hour plans are popular in service departments in automobile dealerships.
A)True
B)False
Q2) Team incentive bonuses may be paid out in all of the following ways except:
A) distributed equally among team members
B) distributed in proportion to each member's base pay
C) distributed in proportion to each member's relative contribution to the team
D) distributed on the basis of individual performance appraisal
Q3) Because profit-sharing plans often fail to pay off for several years in a row,they can have limited motivational value.
A)True
B)False
Q4) Which of the following is NOT an advantage of an incentive pay program?
A) Incentives focus employee efforts on specific performance targets.
B) Incentives are a way to increase equity and justice in an organization.
C) Incentive payouts are fixed costs linked to the achievement of results.
D) Incentives are a means to reward or attract top performers when salary budgets are low.
Q5) What are the pros and cons of high executive pay?
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Chapter 11: Employee Benefits
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146 Verified Questions
146 Flashcards
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Sample Questions
Q1) Compare and contrast the risks to the employee in regard to defined-contribution and defined-benefit pension plans.
Q2) Generation Y employees are probably less likely to be concerned with having pensions than Baby Boomers.
A)True
B)False
Q3) When communicating benefits programs to employees:
A) use correct legal language to avoid subsequent liability
B) use one,uniform method to communicate to all employees
C) use multiple media techniques
D) use graphics and presentation software to conceal unpleasant news
Q4) Why have 401(k)plans become so popular?
Q5) Describe the requirements and provisions of the Family and Medical Leave Act.
Q6) If an employee takes a leave of absence under the Family and Medical Leave Act,the employer must continue the employee's medical benefits for the duration of the leave.
A)True
B)False
Q7) Describe some of the ways employers have been trying to contain health insurance costs.
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Chapter 12: Promoting Safety and Health
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133 Verified Questions
133 Flashcards
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Sample Questions
Q1) The OSHA Hazard Communication standard is the most frequently cited OSHA standard for general industry.
A)True
B)False
Q2) Strategic Partnership Programs (SPPs):
A) attempt to get employers to go beyond the basics of OSHA law and provide workers with better protection on the job.
B) allow employers to sidestep OSHA legislation.
C) are long-term agreements between employers and OSHA aimed at reducing serious workplace hazards and to achieve a high level of worker safety and health.
D) cover only transportation-related industries.
Q3) Workplace violence warning signs include all of the following except:
A) veiled threatening statements
B) fascination with stories of violence
C) concentration problems and excessive excuses
D) chronic fatigue
Q4) Self-employed workers are not covered under OSHA.
A)True
B)False
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Chapter 13: Employee Rights and Discipline
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141 Verified Questions
141 Flashcards
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Sample Questions
Q1) _____ is the most frequent EEO complaint.
A) wrongful discharge
B) discrimination
C) retaliation
D) harassment
Q2) Few federal laws protect workers from being watched.
A)True
B)False
Q3) In law,negligence is the failure to honor established contracts.
A)True
B)False
Q4) Which of the following is MOST likely to create a wrongful discharge claim?
A) Terminate an employee only if there is an articulated reason
B) Set and follow termination rules and schedules
C) Document all performance problems
D) When necessary,make exceptions to the rules in unique circumstances.
Q5) One way to help avoid implied contract lawsuits is to have written proof that employees have read employment-at-will disclaimers.
A)True
B)False
Page 15
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Chapter 14: The Dynamics of Labor Relations
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181 Verified Questions
181 Flashcards
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Sample Questions
Q1) Bargaining on all matters concerning rates of pay,wages,hours of employment,and other conditions of employment falls under:
A) permissive issues
B) adversarial bargaining
C) the bargaining zone
D) mandatory subjects
Q2) Unionization may restrict the freedom of management in many areas.
A)True
B)False
Q3) Recent statistics show total union membership to be about 33 percent of the civilian labor force.
A)True
B)False
Q4) Which of the following are considered the "bread and butter" issues of collective bargaining?
A) rules and regulations that govern working conditions
B) wages and benefits
C) status and social needs of employees
D) safety and health standards
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Chapter 15: International Human Resources Management
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126 Verified Questions
126 Flashcards
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Sample Questions
Q1) Guest workers:
A) are another name for home-country nationals
B) may involve substantial indirect costs
C) are not required to obtain a work permit
D) are used when adequate numbers of skilled workers are available
Q2) English is almost universally accepted as the language for international business.
A)True
B)False
Q3) A global corporation has fully autonomous units operating in multiple countries.
A)True
B)False
Q4) Disorientation that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as:
A) future shock.
B) culture shock.
C) international disorientation.
D) eustress.
Q5) Describe helpful guidelines in repatriating employees from an overseas assignment.
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Chapter 16: Creating High Performance Work Systems
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?
A) profit-sharing plans
B) employee stock ownership plans
C) hourly based pay systems
D) gain sharing
Q2) In a work system with a high degree of internal fit,adjusting one HR practice is not likely to substantially impact the other components of the work system.
A)True
B)False
Q3) The richest communication occurs:
A) in writing
B) face to face
C) via videos
D) using technology
Q4) Open pay systems create a more egalitarian environment.
A)True
B)False
Q5) Describe how the HR Scorecard can be used by organizations?
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