Human Resource Development
Exam Bank
Course Introduction
Human Resource Development (HRD) explores the strategies and practices organizations use to enhance employee skills, performance, and growth. This course covers the fundamentals of employee training, career development, organizational learning, and performance management. Students will examine theoretical models, needs assessment, instructional design, and evaluation techniques, as well as the impact of organizational culture and technology on HRD initiatives. Emphasis is placed on developing practical skills for designing and implementing effective development programs that align with organizational objectives and support a culture of continuous improvement.
Recommended Textbook
Human Resource Management 15th Edition by Robert
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Page 2
L. Mathis
Chapter 1: Human Resource Management in Organizations
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Sample Questions
Q1) Which of the following is true of organizational culture?
A) It increases the diversity of an organization.
B) It decreases the diversity of an organization.
C) It tells people how to behave in an organization.
D) It does not take a very long time to evolve.
Answer: C
Q2) Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie?
A) Both the roles that Suzie played were generalist roles.
B) Both the roles that Suzie played were specialist roles.
C) Suzie moved from a specialist role to a generalist role.
D) Suzie moved from a generalist role to a specialist role.
Answer: D
Q3) The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) Which of the following is best classified as a geocentric policy of strategic approaches to international staffing?
A) Managers from headquarters staff key positions.
B) Host-country nationals staff key positions.
C) An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality.
D) Key positions are filled by individuals in the region of the subsidiary.
Answer: C
Q2) Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing?
A) Managers from headquarters staff key positions.
B) Host-country nationals staff key positions.
C) An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality.
D) Key positions are filled by individuals from the same geographic area as the subsidiary.
Answer: D
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) Title VII of the Civil Rights Act states that it is illegal for an employer to fail or refuse to hire or discharge any individual because of such individual's national origin.
A)True
B)False
Answer: True
Q2) All educational institutions are exempted from title VII of the Equal Employment Opportunity Act of 1972.
A)True
B)False
Answer: False
Q3) After freezing salaries for three years, Solo Music Publishers determined that employees with two to three years of experience were leaving Solo because other employers were offering higher salaries.Which of the following is a step that Solo can take to reduce pay inequities?
A) Benchmark against local and national markets
B) Base pay on the longevity of the employee's association with the company
C) Exclude benefits and other items from the total pay package
D) Base pay on the age of the employee
Answer: A
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Page 5
Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) Explain the common approaches to job design.
Q2) What is a job description?
Q3) The management job analysis questionnaire is a specialized instrument that incorporates checklists, where each job is analyzed on 27 dimensions composed of 187 "elements."
A)True
B)False
Q4) _____ play a significant role in job design because often they are the people who establish jobs and their design components.
A) Managers
B) Employees
C) Human resource personnel
D) Business consultants
Q5) Workflow analysis usually begins with the evaluation of activities that lead to the output.
A)True
B)False
Q6) Describe the important workforce profile elements.
Q7) Define job design and describe the three major reasons why it receives attention.
Page 6
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Chapter 5: Individual/Organization Relations and Retention
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Sample Questions
Q1) Which of the following cases exemplifies involuntary turnover?
A) Jane worked hard on a project for four months, but when the project got shelved, she felt demotivated and quit the company.
B) Lisa loved her job, but quit when she noticed that a lot of employees were being laid off.
C) Mary announced her retirement a day after her 40th birthday.
D) Pauline was asked to leave the company due to poor performance on a project that incurred huge losses for her firm.
Q2) Compare the various types of absenteeism.
Q3) Which of the following is considered to be an input by the equity theory?
A) Educational level
B) Pay
C) Awards
D) Recognition
Q4) What are the three major factors that affect individual performance in organizations?
Q5) Paid orientation time is a training cost involved in turnover.
A)True
B)False
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Chapter 6: Recruiting and Labor Markets
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Q1) When compared to internal recruitment, an advantage of external recruiting is that_____.
A) its selection process is more rigorous
B) it takes lesser time and resources
C) recruited employees often require more orientation efforts
D) it has the potential to generate larger applicant pools
Q2) Santiago is the HR director of Illumin Media, a mid-sized organization. He notices that the proportion of minorities in his company's managerial ranks is too low. To solve the issue, Illumin Media should consider recruiting methods that reach a larger applicant population of experienced managers, such as contacting professional associations.
A)True
B)False
Q3) Describe the nontraditional diverse labor pools.
Q4) In the building trade, unions can best benefit employers by providing_____.
A) apprenticeship programs
B) providing interesting "employment games" online
C) pre-screening for job seekers
D) providing competitive wage scales for jobs
Q5) How has the use of the Internet affected recruiting?
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) Since "soft skills" are difficult to test for, and interviewing for these skills often puts women candidates at a disadvantage, the EEOC's guidelines require that applicants be selected for quantifiable or measurable "hard skills" only.
A)True
B)False
Q2) Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate_____.
A) low inter-rater reliability
B) high inter-rater reliability
C) high intra-rater reliability
D) low intra-rater reliability
Q3) What are the key competencies for successful global employees?
Q4) What are the circumstances in which an employer needs to combine predictors? What are the two ways of combining predictors?
Q5) What are the types of global employees that need to be considered when selecting candidates for international assignments?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Like apprenticeships, internships are a type of cooperative training.
A)True
B)False
Q2) Cole, the director of training for a manufacturer of heavy equipments, is designing a training program for new sales representatives. The sales representatives need to be able to memorize and recall the exact details from the company catalog regarding types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. Cole's training program would be most effective if it used_____.
A) active training
B) overlearning
C) behavioral modeling
D) passive listening
Q3) On-the-job training is by far the most commonly used form of training, because it can be smoothly integrated into the regular work flow.
A)True
B)False
Q4) Explain why post-measure is a less rigorous design for training evaluation.
Q5) What are the main purposes of effective orientation?
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) Nelson, the HR Director of a large organization, is concerned about the lack of a deep internal pool of talent for middle and upper management jobs. He feels there may be employees with high management potential in lower level jobs who have not been identified and selected for development. Which of the following steps should Nelson take in order to most accurately identify the employees with high potential?
A) Ask managers to nominate their subordinates who have the most management potential.
B) Review the performance appraisals for employees in the upper management.
C) Ask all the employees in the middle management to take extensive psychological tests.
D) Establish an assessment center which allows employees to nominate themselves.
Q2) A(n) _____ is a tool to help people identify the activities they enjoy.
A) performance appraisal
B) intelligence test
C) verbal and mathematical reasoning test
D) Holland Interest Inventory test
Q3) Describe some methods of assessing the development needs of employees and their advantages and disadvantages.
Q4) How does succession planning differ from replacement planning?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) The simplest methods for appraising performance are _____, which require a manager to mark an employee's level of performance on a specific form divided into categories of performance.
A) narrative methods
B) category scaling methods
C) graphic rating scales
D) comparative methods
Q2) Discuss supervisory rating of subordinates.
Q3) The entitlement approach of organizational culture links performance evaluations to employee compensation and development.
A)True
B)False
Q4) The _____ occurs when a low rating on one characteristic leads to an overall low rating.
A) halo effect
B) horns effect
C) similar-to-me error
D) contrast error
Q5) Discuss the administrative and developmental uses of performance appraisals.
Q6) Discuss management by objectives.
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Describe the entitlement philosophy of employee compensation.
Q2) Organizational policies that discourage employees from sharing pay information with each other may violate the _____.
A) Equal Pay Act
B) National Labor Relations Act
C) Fair Pay Act
D) Davis-Bacon Act
Q3) Describe the Fair Labor Standards Act and the major areas it focuses on.
Q4) Describe Internet-based pay information and pay surveys.
Q5) Tangible rewards cannot be easily measured or quantified.
A)True
B)False
Q6) Procedural justice is the perceived fairness in how rewards are distributed.
A)True
B)False
Q7) Not having to pay social security, unemployment, or workers' compensation costs to independent contractors offers major advantages to the employer.
A)True
B)False
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Chapter 12: Variable Pay and Executive Compensation
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Q1) To ensure that spot bonuses works efficiently, employers must keep the amounts reasonable and provide them only for exceptional performance accomplishments.
A)True
B)False
Q2) Group Viewer LLC, a software company, provides profit sharing plans for its employees. After organizational restructuring, the management has decided to replace the profit sharing plan with commissions for each employee. Which of the following is true of Group Viewer LLC?
A) It provided individual incentives; now it provides group incentives.
B) It provided individual incentives; now it provides organizational incentives.
C) It provided group incentives; now it provides individual incentives.
D) It provided organizational incentives; now it provides individual incentives.
Q3) Explain the salary-only approach of sales compensation.
Q4) _____ is a compensation typically computed as a percentage of sales in units or dollars.
A) Severance pay
B) Wage
C) Basic salary
D) Commission
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Increasing the retirement age for employees is a strategy to keep the Social Security program insolvent.
A)True
B)False
Q2) The federal government mandates a minimum of two weeks severance pay for older employees who are asked to retire early.
A)True B)False
Q3) The United States is the only major developed nation that does not guarantee workers paid sick leave.
A)True
B)False
Q4) Workers in the private sector are far more likely to have a defined benefit plan than workers in the public sector.
A)True B)False
Q5) What are employee-paid group benefits? Why are they becoming popular?
Q6) What are the family oriented benefits offered by employers? Which of these are mandated by the federal government?
Page 15
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Chapter 14: Risk Management and Worker Protection
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Q1) OSHA mandates that in chemical industries, MSDSs be made available ony to the management.
A)True
B)False
Q2) Which of the following statements is true of workplace violence?
A) A domestic is a violent person who has a legitimate relationship with abusiness and has a personal relationship with a victim.
B) High self-esteem is regarded as a characteristic of a potentially violent employee.
C) Incivility is considered a serious crime against which formal action is to be taken.
D) Bullying can result in damage to an organization due to increased employee turnover.
Q3) The provision of restricted-duty work to disabled people is an attempt by the ADA to increase the rate of employment among the disabled in the United States.
A)True
B)False
Q4) What are the four categories of recordable injury defined byOSHA?
Q5) Describe the three components of disaster planning.
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Chapter 15: Employee Rights and Responsibilities
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Q1) Describethe final step in the disciplinary process.
Q2) Several individuals have reported the wrongdoings committed by their employers to the outside world. What are such individuals called? Do laws protect such individuals from retaliation by their employers?
Q3) The _____ approach to discipline builds on the philosophy that violations of procedures and rules by employees are actions that usually can be constructively corrected without penalty.
A) authoritative discipline
B) positive discipline
C) progressive discipline
D) dictatorial discipline
Q4) What are the limits that employers have imposed on dress and body appearances at workplaces?
Q5) Which of the following is typically a responsibility of the HR unit for ensuring that policies, procedures, and rules are effectively followed in a company?
A) Reviewing policies and rules with all employees
B) Applying HR policies, procedures, and rules
C) Giving feedback on the effectiveness of policies and rules
D) Designing formal mechanisms for coordinating HR policies
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Chapter 16: Union/Management Relations
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Q1) Jurisdictional strikes take place when one union chooses to express support for another union involved in a dispute, even though the first union has no disagreement with the employer.
A)True
B)False
Q2) In the United States, why do laws prohibit police officers and firefighters from conducting strikes?
A) Strikes are unethical because police officers are equivalent to military officers.
B) Strikes by firefighters may endanger public health and safety.
C) Strikes are expensive and time-consuming to carry out.
D) Strikes are contradictory to the governing philosophies of public service.
Q3) Amanda is suspended by her manager for refusing to work on night shifts. She decides to file a grievance with the human resources unit in her company. Which of the following should be Amanda's first step?
A) Contacting the grievance division of the company's national union
B) Filing a written complaint with the national union of the company
C) Discussing the grievance with her union steward and supervisor
D) Applying for arbitration to settle the grievance
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