Human Capital Management Review Questions
Course Introduction
Human Capital Management explores the strategic approach to acquiring, developing, managing, and retaining an organizations most valuable asset its people. This course examines key principles and best practices in workforce planning, talent acquisition, performance management, employee development, and compensation and benefits. Students will analyze the impact of effective human capital strategies on organizational success, learn about emerging trends such as digital transformation and diversity management, and develop practical skills to align human resource practices with business objectives in todays dynamic work environment.
Recommended Textbook Fundamentals of Human Resource Management 6th Edition by Raymond Noe
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1829 Verified Questions
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Page 2
Chapter 1: Managing Human Resources
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Sample Questions
Q1) At the most basic level,HR managers fulfilling the role of a(n)_____,carry out particular HR functions such as handling the selection,training,or compensation of employees.
A) business ally
B) cultural steward
C) talent managers or organizational designer
D) operational executor
E) credible activist
Answer: D
Q2) Managers and economists traditionally have seen human resource management as a source of value to their organizations.
A)True
B)False
Answer: False
Q3) No two human resource departments have precisely the same roles and responsibilities.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) The external labor market consists of:
A) contract workers in the organization.
B) current employees of the organization.
C) individuals who are actively seeking employment.
D) employees who have direct contact with customers.
E) employees of the immediate competitors of the organization.
Answer: C
Q2) Rhea is an employee at Diaz Inc.She specializes in graphic and web design,user interface design,and search engine optimization.She also knows how to interact with customers by asking them about their preferences and providing them with products that meet their needs.Which of the following statements is true about Rhea?
A) She specializes in outsourcing.
B) She is a part of the external labor market.
C) She bases her work on the terms of a psychological contract.
D) She is an on-call worker.
E) She is a knowledge worker.
Answer: E
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) An employer's refusal to hire a pregnant woman is acceptable by law. A)True
B)False Answer: False
Q2) According to the Occupational Safety and Health Act (OSH Act),employers have the right to withhold an employee's access to records regarding exposure.
A)True
B)False Answer: False
Q3) A manager who promises a raise to an employee who will participate in sexual activities is said to be engaging in quid pro quo harassment.
A)True
B)False Answer: True
Q4) The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions. A)True
B)False Answer: True
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Leeding Engines Inc.specializes in manufacturing internal combustion engines for flexible fuel vehicles.Mark,the HR manager,is conducting a job analysis for the organization.He creates a list of tasks,duties,and responsibilities to help him determine how well employees are meeting each job requirement.Mark intends to identify the essential duties of the jobs.If Mark were to formulate job descriptions,which of the following would be his appropriate course of action?
A) Mark should make changes in the standard format of the job descriptions within his organization to suit individual jobs.
B) Mark should take care to avoid including the titles of the jobs while formulating new job descriptions.
C) Mark should refrain from making changes in the job descriptions based on individual performance appraisals.
D) Mark should consider preparing new job descriptions whenever a new job is created in the organization.
E) Mark should make sure that the job descriptions are not altered once they are created.
Q2) What method can an organization employ to design jobs with a view of maximizing efficiency?
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6
Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) The negative effect of downsizing would be low among firms that use performance-related pay incentives.
A)True
B)False
Q2) Why is temporary employment popular with employers?
A) It gives them flexibility in operations.
B) It allows them to comply with the requirement of affirmative action imposed by the government.
C) The quality of work is usually far superior.
D) It is most effective for key customer service jobs.
E) Temporary workers are more committed to the organization.
Q3) Which of the following is the first step in the human resource planning process?
A) Forecasting
B) Goal setting
C) Program implementation
D) Program evaluation
E) Performance evaluation
Q4) Discuss the challenges associated with temporary workers and contract workers.
Q5) Define forecasting.Describe one method each for forecasting labor demand and supply.
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) Which of the following exemplifies a high utility selection procedure?
A) Bette's, a suburban diner, spends a lot of time and money recruiting a server.
B) A local gas station has a recruitment procedure that spans four months for the position of a cashier.
C) Tywell Capital, an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO.
D) Shinecare, a local car wash, employs a three-month-long selection procedure for hiring one of its operators.
E) Haleview High School conducts several rounds of interviews to recruiting a maintenance worker.
Q2) How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation?
A) By giving as much information as possible
B) By exclusively giving out positive information about a candidate
C) By only giving information about observable, job-related behaviors
D) By giving only broad opinions
E) By excluding employment dates and the employee's final salary
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Chapter 7: Training Employees
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Sample Questions
Q1) In the context of principles of learning,which of the following is defined as the difficulty level of written materials?
A) Virtual reality
B) Simulation
C) Modularity
D) Action learning
E) Readability
Q2) Faulkner and White Company,a firm that builds enterprise resource planning products for customers,wants to implement training programs for its employees as an HR initiative.Senior management proposes the use of an instructional design process.Which of the following should ideally be Faulkner and White's next step?
A) Task analysis
B) Organization analysis
C) Person analysis
D) Competitor analysis
E) Market analysis
Q3) What are the different stages of instructional design process?
Q4) What should managers do to support training?
Q5) Explain the different approaches of evaluating training.
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Chapter 8: Developing Employees for Future Success
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Sample Questions
Q1) _____ increases an employee's ability to move into jobs that may not yet exist.
A) Development
B) Qualification
C) Physical appearance
D) Personal background
E) Ethnic culture
Q2) An organization can use downward moves as a source of job experience.
A)True
B)False
Q3) Michelle Antony,an employee at Matthews Inc.,finds it difficult to attain a promotion even after working for seven years at the firm.She believes that she is not being promoted because she is a woman.In this scenario,Michelle's progress in the organization is restricted by a _____.
A) downward move
B) nickel fence
C) job reduction
D) job rotation
E) glass ceiling
Q4) Describe a leaderless group discussion.
Q5) What is 360-degree feedback? What are its advantages and disadvantages?
Page 10
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Chapter 9: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) The use of HR analytics involves measuring a program's success in terms of whether it:
A) adopted a pro-innovation approach.
B) was perceived as effective by external stakeholders.
C) sustained the status quo.
D) delivered value in an economic sense.
E) enjoyed the support of trade unions.
Q2) The primary focus of an HRM audit is based on:
A) motivating customers.
B) estimating the costs of implementing an HR practice.
C) reviewing the various outcomes of HRM functions.
D) determining the dollar value of the HRM program.
E) determining the legality of HR practices.
Q3) What is occupational intimacy? Explain.
Q4) Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology,organization structure,and human resources as unrelated.
A)True
B)False
Q5) What is a learning organization? What are its key features?
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Chapter 10: Managing Employees Performance
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Sample Questions
Q1) To rate employee behaviors,an organization begins by defining which behaviors are associated with the employee's personality traits.
A)True
B)False
Q2) The paired-comparison method involves comparing each employee with each other employee to establish rankings.
A)True
B)False
Q3) The _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
A) behaviorally anchored rating scale
B) mixed-standard scale
C) behavioral observation scale
D) graphic rating scale
E) behavior-response scale
Q4) The requirements for job success are clearly communicated to employees to protect against lawsuits.
A)True
B)False
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Chapter 11: Separating and Retaining Employees
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Sample Questions
Q1) _____ is an employee's recognition that demands of the job are incompatible or contradictory.
A) Role conflict
B) Role overload
C) Role underload
D) Role ambiguity
E) Role autonomy
Q2) A(n)_____ refers to the meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving.
A) exit interview
B) affirmative action
C) carve-out
D) observation interview
E) summary dismissal
Q3) Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life,compared with other people's feelings.
A)True
B)False
Q4) Briefly describe exit interviews.
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Chapter 12: Establishing a Pay Structure
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Sample Questions
Q1) Discuss the three major provisions of the Fair Labor Standards Act (FLSA).
Q2) The comparable-worth policy:
A) advocates remedies for any undervaluation of jobs based on market-pay data.
B) is designed to reduce the wage gap between women and minority groups exclusively.
C) has been consistently upheld in court rulings.
D) uses job evaluation of an organization's jobs in terms of such criteria as their difficulty.
E) is the only non-controversial pay policy.
Q3) Skill-based pay systems do not support empowerment of employees.
A)True
B)False
Q4) Which of the following is a disadvantage of skill-based pay systems?
A) It makes organizations inflexible.
B) It reduces employee empowerment.
C) It does not guarantee that employees can use their new skills.
D) It reduces opportunities for promoting employees.
E) It does not contribute to job enrichment.
Q5) Define job structure,pay level,and pay structure.
Q6) How do organizations compare actual pay to pay structure?
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Chapter 13: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Identify the disadvantage of using profit sharing plans.
A) They cannot be used to improve the organization's performance as a whole.
B) The employees may develop a narrow view of their roles in the organization.
C) They cost more when the organization experiences financial difficulties.
D) Sharing profit with the employees ultimately reduces the organization's profitability.
E) Profit sharing is not directly linked to individual behavior.
Q2) Electrix Inc.is an electrical appliances manufacturing company.It distributes shares of stock to its employees by placing the stock in a trust managed on the employees' behalf.Which of the following has been implemented by Electrix in this scenario?
A) Scanlon plan
B) Balanced scorecard
C) Piecework stock plan
D) Employee stock ownership plan
E) Differential piece stock plan
Q3) What are the different types of pay for rewarding individual performance?
Q4) What are the implications of designing pay for organizational performance?
Q5) Explain how employee stock ownership plans differ from stock options?
Q6) Elaborate on how gainsharing can be successful as a form of group incentive.
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Chapter 14: Providing Employee Benefits
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Sample Questions
Q1) John is the owner of The Round,a restaurant.He decides to increase employee motivation by introducing benefit packages.However,Nina,the manager,suggests that employees will be more motivated if John increases their actual wages.Which of the following statements,if true,strengthens Nina's argument?
A) John's competitor, Mark, gives many benefits to his employees.
B) The state has introduced mandatory requirements for employee benefits.
C) Benefit packages are more difficult to understand by employees than pay structures.
D) Most of the employees at The Round belong to the age group that looks forward to pensions.
E) Employees do not prefer cash compensation due to higher tax rates in the state.
Q2) What are sick leave programs? What are the pros and cons of allowing employees to accumulate sick leave year after year?
Q3) A defined contribution plan guarantees a specified or fixed level of retirement income.
A)True
B)False
Q4) What is the importance of benefits as a part of employee compensation?
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Page 16
Chapter 15: Collective Bargaining and Labor Relations
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Sample Questions
Q1) The National Labor Relations Board (NLRB)consists of two major functions: one is to prevent unfair labor practices and the other one is to:
A) conduct periodic onsite inspections of union and company financial records.
B) conduct and certify representation elections.
C) make rules and regulations for union-management relations.
D) levy punitive charges on violators.
E) monitor and regulate labor relations in small, local businesses.
Q2) Neal joins Filestene Inc.as an executive designer.The HR manager informs him that he will have to join the labor union within a period of 30 days from his start date.In the context of the security provisions related to union membership,Neal's HR manager is referring to a(n)_____ arrangement.
A) closed shop
B) maintenance of membership provision
C) agency shop
D) checkoff provision
E) union shop
Q3) Explain the reason for the decline in union membership in the United States.
Q4) What is the difference between craft unions and industrial unions?
Q5) Explain the major functions of the National Labor Relations Board.
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Chapter 16: Managing Human Resources Globally
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Sample Questions
Q1) Which of the following organizations is most likely to locate a facility based on the ability to effectively,efficiently,and flexibly produce a product or service,using cultural differences as an advantage?
A) Foreign subsidiaries
B) International organizations
C) Multinational organizations
D) Global organizations
E) Domestic organizations
Q2) Which of the following agreements have been adopted by Canada,Mexico,and the United States to encourage trade between the three countries?
A) CSN
B) NAFTA
C) PICTA
D) APEC
E) TAFTA
Q3) Educational opportunities remain constant from one country to another.
A)True
B)False
Q4) Describe the impact that economic systems have on HRM in international markets.
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