Human Capital Management
Pre-Test Questions
Course Introduction
Human Capital Management explores the strategies, policies, and practices involved in recruiting, developing, and retaining an organizations workforce. This course covers key concepts such as workforce planning, talent acquisition, employee training and development, performance management, compensation and benefits, and labor relations. Students examine the role of human capital in achieving organizational goals and learn how effective management of people can create a competitive advantage. Real-world case studies and practical tools are used to demonstrate the impact of human capital decisions on business performance and organizational culture.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) RightWay Fencing Ltd.monitors the technological and economic trends in its external environment as well as its internal assets and resource capabilities.What is it most likely performing?
A) a competitive environment scan
B) an environment scan
C) a strategic plan
D) a SWOT analysis
Answer: D
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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Page 3
Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) The HR senior manager team moves from insider status to outsider status with strategic HRM.
A)True
B)False
Answer: False
Q2) The advantages of an organization with effective HR practices may come from having better resources,but it also comes from making better use of these resources
A)True
B)False
Answer: True
Q3) According to the textbook,which of the following does NOT use a differentiation strategy?
A) BMW
B) Polo Ralph Lauren
C) Rolex
D) IBM
Answer: D
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Page 4
Chapter 3: Environmental Influences on HRM
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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) If the HR manager has noticed growth in flows of trade and financial capital across borders,what major environmental factor is the HR manager concerned with?
A) economics
B) labour force
C) globalization
D) demographics
Answer: C
Q3) Identify three challenges in environmental scanning.
Answer: Few trends exist in isolation.It is difficult to correlate a particular issue such as a labour shortage in a particular area with one particular causal factor.
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Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) Which of the following external factors affect HR forecasting?
A) managerial appraisals
B) competitor's HR policies
C) executive career planning
D) training and development
Q2) HR forecasting is referred to as the "heart" of the HR planning process.
A)True
B)False
Q3) HR shortage = HR demand > HR internal supply.
A)True
B)False
Q4) HR surplus = HR demand < HR internal supply.
A)True
B)False
Q5) How many years are typically used for a medium-run HR forecast?
A) 1 to 2 years
B) 2 to 3 years
C) 2 to 5 years
D) 5 to 10 years
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) According to the textbook,what is one disadvantage of the Delphi technique?
A) groupthink
B) shyness
C) time and costs
D) communication
Q2) According to the textbook,typical estimates for scenario forecasting are organized into optimistic,realistic,and pessimistic scenarios.
A)True
B)False
Q3) In the Delphi technique,why does the project coordinator continue to issue questionnaires to the experts?
A) Current information has not been optimal,and so further information is required.
B) Additional information still needs to be gathered regarding the predetermined questions.
C) Information gathered to date has not led the group to make a consensual decision.
D) Current information is insufficient in some way that is required to make future supply estimates.
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) The first type of document used in succession planning is referred to as a succession/replacement table.
A)True
B)False
Q2) An organization requires experienced civil engineers,resulting in the HR demand for engineers exceeding its current engineering personnel resources.What is this called?
A) HR surplus
B) HR shortage
C) HR scarcity
D) HR supply
Q3) What type of model utilizes a series of matrices that detail the various patterns of movement to and from the various jobs in an organization?
A) recency
B) Markov
C) probabilistic
D) vacancy
Q4) Refer to Case Incident: "Pacific Health Care." Discuss the disadvantages of internal staffing and the advantages of external staffing.
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Chapter 7: Succession Management
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Sample Questions
Q1) Why must high-potential employees be given a reason to stay within an organization?
A) because they have fragile egos and need positive affirmation
B) because jobs are scarce and they need to hang onto them
C) because career planning effectively eliminates job searches
D) because competition for leadership talent is so intense
Q2) Which employee characteristic is NOT typically associated with the process of succession management?
A) skilled
B) trained
C) available
D) reliable
Q3) Which of the following is NOT considered to be a downside of employee rotations?
A) increased time spent learning new jobs
B) cost of errors while learning new jobs
C) loss of efficiency while learning new jobs
D) increased fatigue while learning new jobs
Q4) What are three of the key characteristics that are critical to the perceptions of the effectiveness of succession management?
Q5) Why is succession management so important in today's workplace?
Page 9
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) Nova Scotia Social Services
Nova Scotia Social Services ("NSSS")provides support services to families in need.After 32 round-table discussions,a new provincial strategic plan was developed.A decision was made to reduce the number of assistant directors throughout the province.As part of the strategic planning process,NSSS learned that 40 percent of its social workers are between the ages of 55 and 65 years,and 10 percent are over 65 years.The HR planners do not know exactly when these older social workers will decide to retire,but they assume that a large number of this baby boom cohort will be retiring over the next one to five years.Recruitment of social workers is becoming increasingly competitive.One strategy developed by the Board Planning Committee is to make NSSS an employer of choice.As part of the strategic planning process,the Board Planning Committee decided to begin using information technology solutions for HR planning.
Analyze Case Incident: "Nova Scotia Social Services." As part of the strategic planning process,the NSSS Board Planning Committee decided to begin using information technology solutions for HR planning.Discuss the steps NSSS can take to realize its strategic plan to adopt HR planning technology.
Q2) What is a self-service solution? What are some of the major functions of HR self-service solutions?
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Chapter 9: Change Management New
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Sample Questions
Q1) Which element of a learning organization helps individual workers' knowledge structures to navigate the information in their work environment?
A) personal mastery
B) mental models
C) shared vision
D) systems thinking
Q2) Change occurs as a form of adaptation and as a result of learning,and so the most important attributes that an organization can develop in order to promote emergent change are those of a learning organization.Define organizational learning and the five elements it comprises.
Q3) An open system refers to how organizational internal subsystems interact with one another.
A)True
B)False
Q4) "Unfreezing" is an initial stage in an organizational change process.
A)True
B)False
Q5) What is the purpose of force-field analysis in the change management process?
Q6) Describe John Kotter's eight-step model of change.
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Chapter 10: Downsizing and Restructuring
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Q1) Perceptions of fairness and equity play a key role in understanding how survivors react to a downsizing.What type of justice is associated with the procedures or rules used to determine which employees will be downsized?
A) procedural
B) interactional
C) distributive
D) manipulative
Q2) Asking employees to take voluntary sabbaticals is one medium-term solution to avoid downsizing.
A)True
B)False
Q3) Which of the following is a medium-term cost adjustment that an organization could consider to reduce costs?
A) exit incentives
B) hiring freeze
C) mandatory vacation
D) reduced overtime
Q4) What are four of the reasons that organizations downsize?
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Page 12
Chapter 11: Strategic International HRM
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Sample Questions
Q1) Many authors believe that there are three areas of competencies that are necessary for cross-cultural adjustment: self-maintenance,relationship,and perceptual.
A)True
B)False
Q2) If a company is looking for a strategy that would create the highest internal fit,which International Human Resources Management ("IHRM")approach should be chosen?
A) exportive IHRM approach
B) adaptive IHRM approach
C) integrative IHRM approach
D) global IHRM approach
Q3) Most organizations involved in international operations do not have well-developed repatriation processes for their expatriate employees.
A)True
B)False
Q4) What is repatriation? What are some of the issues facing repatriates?
Q5) An integrative IHRM approach combines home HR practices with local practices.
A)True
B)False
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Chapter 12: Mergers and Acquisitions
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Q1) Due diligence is a process through which a potential acquirer evaluates a target firm for acquisition
A)True
B)False
Q2) Deculturation describes the feeling of inclusion from the dominant partner in a merger even though the organizational cultures may be different.
A)True
B)False
Q3) What are three motives for a company to decide to merge?
A) financial benefits,management needs,and increased resources
B) strategic benefits,management needs,and increased resources
C) strategic benefits,financial benefits,and management needs
D) CEO desires,cost savings,and resource benefits
Q4) There is strong public opinion against foreign ownership in Canada.What was one acquisition that the federal government recently blocked?
A) acquisition of Potash Inc.
B) acquisition of Inco.
C) acquisition of Petro-Canada
D) acquisition of Intrawest
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Chapter 13: Outsourcing
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Sample Questions
Q1) Organizations that outsource achieve a ratio of 1:100 (one HR person to 100 employees).
A)True
B)False
Q2) For an organization,the major information security risk is the loss of personnel information.
A)True
B)False
Q3) Which core competency does Nike retain in-house while outsourcing nearly everything else?
A) product design
B) financial analysis
C) customer service
D) employee recruitment
Q4) Which organizational activity performs better than outsourcing with respect to cost savings?
A) management by objectives
B) balanced scorecard
C) re-engineering
D) continuous improvement
Page 15
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) With respect to the HR scorecard,deliverables should be linked to strategy.
A)True
B)False
Q2) Many HR departments were originally set up because of the need to comply with employment legislation and standards.
A)True
B)False
Q3) Which of the following is NOT a measure of efficiency?
A) time
B) quality
C) volume
D) cost
Q4) Organizational survival is the first measure of effectiveness and is considered a "life-or-death" index.
A)True
B)False
Q5) An audit is a measurement method that assesses progress against plan.
A)True
B)False
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