Human Resource Development Exam Review
Course Introduction
Human Resource Development explores the strategies and practices involved in enhancing the skills, knowledge, and competencies of employees within organizations. This course covers foundational concepts such as training and development, organizational learning, career planning, and performance improvement. Students will examine methods for assessing employee needs, designing and evaluating training programs, and fostering a culture of continuous learning. Emphasis is placed on aligning development initiatives with organizational goals, leveraging technology for learning, and addressing challenges such as diversity, globalization, and change management in workforce development.
Recommended Textbook
Human Resource Management 5th Edition by Lawrence Kleiman
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15 Chapters
1500 Verified Questions
1500 Flashcards
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Page 2
Chapter 1: Human Resource Management and Competitive Advantage
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30276
Sample Questions
Q1) Human resource demand and supply forecasting facilitates an organization's efforts to fill positions in high demand.
A)True
B)False
Answer: True
Q2) The invention of a new product resulting from an organization encouraging its work teams to be innovative, take risks, and assume a long-term perspective is an example of HRM practices leading to _____.
A) employee-centered outcomes
B) organization-centered outcomes
C) cost leadership
D) product differentiation
Answer: D
Q3) Employees who are satisfied and committed to their jobs are less likely to spread the word that their company is a good place to work.
A)True
B)False
Answer: False
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Chapter 2: Understanding the Legal and Environmental
Context of Hrm
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) What type of case is established if an employee presents evidence that makes the employer's actions appear discriminatory?
A) Mixed-motive
B) Unintentional discrimination
C) Disparate impact
D) Prima facie
Answer: D
Q2) The practice of giving members of underutilized groups some advantage over others in the employment process is called:
A) remedial action.
B) affirmative action.
C) preferential treatment.
D) intentional discrimination.
Answer: C
Q3) Telecommuting is a nontraditional work-at-home arrangement in which employees have an office set up in their home similar to that at the office.
A)True
B)False
Answer: True
Page 4
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Chapter 3: Planning for Human Resources
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Sample Questions
Q1) Which of the following is not a typical strategic planning activity?
A) Determine the organizational mission
B) Set strategic goals
C) Formulate a strategic plan
D) Achieve strategic goals
Answer: D
Q2) Discuss the role of the HR professional in strategic planning.
Answer: HR professionals must devise plans for implementing new management initiatives such as work teams and worker participation, changing reward systems, modifying benefit packages, and assisting with organizational redesign. HR professionals also play an important role in shaping the corporate culture especially when a strategic change is planned. For example, if the organization is looking to implement worker participation programs, HR will need to implement programs designed to create a more open and trusting environment.
Q3) All the following are purposes served by an HRIS EXCEPT:
A) it tracks accruals of vacation days and sick leaves.
B) it tracks employee participation in each benefit option.
C) it reports turnover rates by department.
D) it tracks internal candidates.
Answer: D
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Chapter 4: Analyzing Jobs
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Sample Questions
Q1) Observation, as a method to gather job analysis information, is useful when jobs are simple and easy to describe accurately.
A)True
B)False
Q2) A job analysis questionnaire containing only close-ended questions is called a job analysis inventory.
A)True
B)False
Q3) Companies use job analysis inventories when information is needed from several people holding the same job title.
A)True
B)False
Q4) Which type of job context information helps understand how much discretion a worker has in determining how the job will be carried out?
A) Working conditions
B) Judgment
C) Authority
D) Reporting relationships
Q5) Describe a manager's role in the job analysis process.
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Chapter 5: Recruiting Applicants
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Sample Questions
Q1) Campus recruitment is generally less costly than using public employment agencies.
A)True
B)False
Q2) Promotion from within will be more appropriate for an organization that needs to increase its percentage of employees within a particular underutilized group for jobs above the entry level.
A)True
B)False
Q3) Describe ways to ensure fairness in employing a successful internal recruiting system.
Q4) A recruiting method that produces the best pool of candidates quickly and cost efficiently can help maximize:
A) job acceptance decisions.
B) retention rates.
C) competitive advantage.
D) job satisfaction.
Q5) Describe the advantages and disadvantages associated with internal and external recruiting methods.
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Chapter 6: Selecting Applicants
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Sample Questions
Q1) When questions included on the biodata inventory are identical to those included on the application blank, the instrument is called a:
A) weighted application blank.
B) mental ability test.
C) biographical information blank.
D) job specification inventory.
Q2) All but which of the following are legal guidelines for giving references?
A) Obtain written consent from the employee prior to giving any information.
B) Provide all the information available.
C) Avoid subjective statements.
D) Report only fully documented and provable facts.
Q3) The federal agency that administers most federal employment antidiscrimination laws is the:
A) NLRB.
B) EEOC.
C) OFCCP.
D) EPA.
Q4) Describe the HR professional's role in providing technical support to the selection process.
Q5) Describe the guidelines for giving references.
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Chapter 7: Training and Developing Employees
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100 Flashcards
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Sample Questions
Q1) The key points described in the job breakdown of a job instruction program should address all but which of the following questions?
A) Are there any factors crucial to the success of the job?
B) Are there any potential dangers in any of the tasks?
C) Are there any pointers for making a task easier to perform?
D) Are the trainers competent enough to impart training for the job?
Q2) Most organizations provide training before a candidate has been assigned to new jobs.
A)True
B)False
Q3) A successful OJT program should include all but which of the following?
A) List all the information/skills the trainees need to learn.
B) Set learning objectives.
C) Limit the employee's opportunity to practice the tasks.
D) When demonstrating a task, the worker should explain the hows and whys to the trainee.
Q4) What is a manager's role with regard to training and development?
Q5) Discuss the advantages and disadvantages associated with computer-based instruction.
Q6) How can a company reduce the likelihood of unwanted turnover?
Page 9
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Chapter 8: Appraising Employee Job Performance
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Sample Questions
Q1) The ____ performance appraisal system, used by some companies to evaluate their managers, involves ratings being made by a circle of people who frequently interact with the manager.
A) MBO
B) job enrichment
C) 360-degree feedback
D) VIE
Q2) An effective performance appraisal system can create competitive advantage by directing employee behavior towards organizational goals.
A)True
B)False
Q3) Cost associated with creating an effective performance appraisal system include all but which of the following?
A) Bonus and incentive system costs
B) Developmental costs
C) Implementation costs
D) Utilization costs
Q4) Describe some of the rater errors that plague performance appraisal.
Q5) Briefly describe MBO.
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Chapter 9: Determining Pay and Benefits
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Sample Questions
Q1) Describe the legal constraints on pay practices.
Q2) What is the regression line indicating the statistical relationship between job evaluation points and prevailing market rates called?
A) Pay rate line
B) Pay policy line
C) Pay worth line
D) Pay range line
Q3) Which of the following standards for conducting job evaluation indicate that those making the evaluations should be quite knowledgeable of the jobs being rated?
A) Accuracy of information
B) Consistency
C) Freedom from bias
D) Representativeness
Q4) When job evaluations have been completed, jobs are grouped into:
A) job grades.
B) classification grades.
C) comparable grades.
D) pay grades.
Q5) Discuss the various benefit options that a company may offer to its employees.
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Chapter 10: Implementing Productivity Improvement Programs
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Sample Questions
Q1) All but which of the following are potential weaknesses associated with self-managed work teams?
A) Departmental rivalries often flare up when a team is formed.
B) Handling human relations is a problem due to supervisors' absence.
C) Performance appraisals cannot be conducted due to supervisors' absence.
D) Workers lack sufficient time to handle the traditional supervisory responsibilities.
Q2) When using McClelland's need-achievement theory, employees with a high need for affiliation generally:
A) prefer to work alone.
B) dislike playing the role of coach or mentor.
C) want friendship and close relations.
D) like projects with high conflict.
Q3) Describe the advantages and disadvantages associated with using self-managed work teams.
Q4) Automobile assembly line jobs are easy to enrich.
A)True
B)False
Q5) Describe the rationale associated with pay-for-performance programs.
Q6) Briefly describe three types of pay-for-performance programs.
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Chapter 11: Complying With Workplace Justice Laws
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Sample Questions
Q1) Employees could litigate based on a public policy claim if they were discharged for all but which of the following reasons?
A) Refusing to commit perjury
B) Refusing to serve on jury duty
C) Refusing to commit an unlawful act
D) Refusing to steal secrets from a company's competitors
Q2) EEOC guidelines require employers to treat pregnancy-related conditions in the same manner as employees who are temporary disabled for other reasons.
A)True
B)False
Q3) All but which of the following constitute sexually harassing behavior?
A) Requests for sexual favors
B) Unwelcome sexual advances
C) Employment discrimination based on sex
D) Verbal or physical contact of a sexual nature
Q4) There is no link between workplace justice and organizational commitment.
A)True
B)False
Q5) Why is a manager's role considered to be vital to workplace justice? Explain.
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Chapter 12: Understanding Unions and Their Impact on Hrm
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Sample Questions
Q1) Employers are not required to provide union organizers with the names, addresses, and telephone numbers of their employees at any time during the election process.
A)True
B)False
Q2) In a ____ response to resolve interpersonal conflicts, the manager attempts to resolve the conflict by searching for a solution that mutually benefits all parties concerned.
A) collaboration
B) competition
C) compromise
D) consent
Q3) Union grievance systems have little influence on how workers vote in union certification elections.
A)True
B)False
Q4) The Taft-Hartley Act allows states to pass laws that prevent contract clauses that require employees to join unions.
A)True
B)False
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Chapter 13: Meeting Employee Safety and Health Needs
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Sample Questions
Q1) Repetitive motion disorders have not been a problem for white-collar workers.
A)True
B)False
Q2) What is the Personnel Selection Inventory-Form 3S used for?
A) To assess applicants' training needs.
B) To assess applicants' job efficiency.
C) To assess applicants' safety consciousness.
D) To assess applicants' background details.
Q3) ____ gives workers the right to know what hazardous substances they are dealing with on the job.
A) Employee Right-to-Know Law of 1984
B) National Labor Relations Act
C) Fair Labor Standards Act
D) Hazard Free Workplace Act of 1988
Q4) What is a manager's role in ensuring employee safety? How is it different from ensuring employee health? Explain.
Q5) Companies with two or more employees are subject to routine OSHA inspections.
A)True
B)False
Q6) How should a manager ensure safety and investigate accidents? Explain.
Page 15
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Chapter 14: Establishing Hrm Practices in Foreign Countries
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Sample Questions
Q1) _____ dictates which behaviors are appropriate and which are not in a particular culture.
A) Beliefs
B) Values
C) Artifacts
D) Assumptions
Q2) What are cognitive skills that influence adjustment to a new culture called?
A) Social skills
B) Acquired skills
C) Perceptual skills
D) Adjustment skills
Q3) U.S. firms have difficulty conducting performance appraisals on their expatriate employees because:
A) they use criteria applied to the host country's culture.
B) they use criteria applied to the host country's laws.
C) they use criteria applicable in the U.S. that may not be applicable to the host country.
D) they use criteria applicable to the economic environment.
Q4) Describe the HRM issues associated with the use of expatriates.
Q5) Describe advice you would give to a manager assigned to a position in Mexico.
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Chapter 15: Working in the Hrm Field
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Sample Questions
Q1) All but which of the following are steps taken by an HRM specialist while climbing the corporate ladder?
A) Begin the career as a specialist.
B) Become the manager of the specialty unit.
C) Broaden skills and become an HRM generalist.
D) Move to a smaller unit in an HRM managerial role.
Q2) ____ serve as company spokespeople by defending the company's actions when confronted by a regulatory agency or the media.
A) PR executives
B) Line managers
C) HR consultants
D) HR professionals
Q3) Benefits derived from effective HRM practices are often difficult to translate into dollars and cents.
A)True
B)False
Q4) What are the roles played by HR professionals in the area of workplace ethics?
Q5) Describe examples of unethical behavior that HRM professionals encounter in the workplace.
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