Human Resource Management
Chapter Exam Questions
Course Introduction
Human Resource Management explores the strategies and practices involved in managing people within organizations. This course covers key functions such as recruitment and selection, training and development, performance management, compensation, employee relations, and compliance with labor laws. Students learn how effective HR practices contribute to organizational success by fostering a positive work environment, enhancing employee productivity, and aligning workforce strategies with organizational goals. Case studies and real-world examples are used to illustrate concepts and prepare students for HR roles in a variety of settings.
Recommended Textbook
Managing Human Resources 17th Edition by Scott Snell
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16 Chapters
1993 Verified Questions
1993 Flashcards
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Page 2
Chapter 1: The Challenge of Human Resources Management
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Sample Questions
Q1) Which strategy refers to the planned elimination of jobs?
A)Downsizing
B)Outsourcing
C)Nearshoring
D)Reengineering
Answer: A
Q2) Technology,transportation,communications,and utilities industries tend to spend the least on training.
A)True
B)False
Answer: False
Q3) In absolute terms,the United States remains the world's most productive nation,even when it comes to manufacturing.
A)True
B)False
Answer: True
Q4) Downsizing is often used by organizations for the planned elimination of jobs.
A)True
B)False
Answer: True
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Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) Strategic planning is the process of anticipating and providing for the movement of people into,within,and out of an organization.
A)True
B)False
Answer: False
Q2) Layoff decisions are usually based on:
A)union membership.
B)department ranking.
C)seniority.
D)favoritism.
Answer: C
Q3) Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers are known as:
A)individual competencies.
B)core capabilities.
C)human capital.
D)organizational competencies.
Answer: B
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4
Chapter 3: Equal Employment Opportunity and Human Resources Management
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Sample Questions
Q1) Which of the following is NOT a basis for age discrimination?
A)Excluding older workers from important work activities
B)Making positive changes in the performance evaluations of older employees
C)Selecting younger applicants over better-qualified older applicants
D)Reducing job duties and responsibilities of older employees
Answer: B
Q2) Executive Order 11246 provides equal employment opportunities to:
A)federal employees and individuals employed by government contractors.
B)state and local government employees.
C)all employees of public and private employers.
D)union members.
Answer: A
Q3) The Civil Rights Act of 1964 established the Equal Employment Opportunity Commission.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Job Design
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Sample Questions
Q1) _____ is a field of study concerned with analyzing work methods and establishing time standards.
A)Ergonomics
B)Functional job analysis
C)Industrial engineering
D)Competency-based analysis
Q2) Which of the following is NOT a problem frequently associated with job descriptions?
A)They tend to broaden the scope of activities of the jobholder.
B)They may be vague or poorly written.
C)They include illegal specifications.
D)They require frequent updating.
Q3) Which popular method of job analysis was pioneered by the U.S.Air Force?
A)Dynamic job analysis
B)Team-based analysis
C)Task inventory analysis
D)Competency-based analysis
Q4) Discuss the job characteristics that motivate employees.
Q5) Explain the characteristics of effective teams.
Q6) Identify and explain the various sections of a job description.
Page 6
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Many successful individuals find that their career paths are due to their circumstances rather than planning.
A)True
B)False
Q2) A _____ marks the end of promotions.
A)content plateau
B)structural plateau
C)life plateau
D)sabbatical plateau
Q3) The approach to recruitment that informs applicants about all aspects of a job,including both its desirable and undesirable facets,is called:
A)honesty recruiting.
B)a realistic job preview.
C)balance recruiting.
D)a negative or positive job assessment.
Q4) Mentoring is an important indicator of management support in career development.
A)True
B)False
Page 7
Q5) What are common difficulties faced by dual-career couples?
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Chapter 6: Employee Selection
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Sample Questions
Q1) Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.
A)True
B)False
Q2) Most large companies accept applications online.
A)True
B)False
Q3) To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.
A)True
B)False
Q4) _____ require the applicant to perform tasks that are actually a part of the work required on the job.
A)EEOC tests
B)Work sample tests
C)Job knowledge tests
D)Biographical data tests
Q5) Define the concepts of reliability and validity.
Q6) Briefly explain the different types of employment tests.
Page 8
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Chapter 7: Training and Development
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Sample Questions
Q1) Generally,to start with,an apprentice is paid _____ percent of a skilled journey worker's wage.
A)30
B)40
C)50
D)60
Q2) The basic skills employees need in addition to reading,writing,and computing include speaking,listening,problem solving,working in teams and leading other people.
A)True
B)False
Q3) A study by the American Society for Training and Development found that organizations conduct need assessment less than _____ percent of the time.
A)50
B)40
C)30
D)20
Q4) Explain the four components involved in designing a training program.
Q5) Why is ethics training becoming more prevalent in companies?
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Chapter 8: Performance Management and the Employee
Appraisal Process
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137 Verified Questions
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Sample Questions
Q1) Employees who earn performance-based pay are more _____.
A)mobile
B)satisfied
C)educated
D)cynical
Q2) Which of the following is NOT a component of the Balanced Scorecard approach?
A)Competitor
B)Learning
C)Customer
D)Financial
Q3) If one rates an average employee's performance high because they compared the employee to poor performers,one commits a:
A)leniency error.
B)contrast error.
C)recency error.
D)central tendency error.
Q4) An appeals process is only necessary for administrative appraisals.
A)True
B)False
Page 10
Q5) Discuss the requirements for a successful management by objectives (MBO)program.
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Chapter 9: Managing Compensation
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Sample Questions
Q1) An employee's relative worth can be determined by:
A)job analysis.
B)labor market conditions.
C)wage-rate surveys.
D)an effective performance appraisal system.
Q2) The Fair Labor Standards Act permits employers to pay a "training wage" of _____ per hour for employees younger than the age of twenty during their first ninety days of employment,provided their employment does not displace other workers.
A)$5.26
B)$5.76
C)$6.16
D)$6.56
Q3) The federal wage law that may require government contractors to pay overtime for work more than eight hours a day is:
A)Equal Pay Act.
B)Davis-Bacon Act.
C)Fair Labor Standards Act.
D)Walsh-Healy Act.
Q4) What are some of the factors that can influence wage rates in a firm?
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Chapter 10: Pay-For-Performance: Incentive Rewards
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Sample Questions
Q1) Incentive plans may fail because employees have little ability to affect performance standards.
A)True
B)False
Q2) Stock options are rights attached to the achievement of specific organizational objectives.
A)True
B)False
Q3) An appropriate reward for a consumer service representative who worked long hours to fill a new customer's large order is a:
A)piece rate.
B)differential piece rate.
C)merit pay.
D)spot bonus.
Q4) A weakness of profit-sharing plans is that employees do not have total control over the profitability of an organization.
A)True
B)False
Q5) Briefly describe the Scanlon Plan.
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Chapter 11: Employee Benefits
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Sample Questions
Q1) A need for a new benefit should be established through consultation with employees before it is introduced.
A)True
B)False
Q2) Almost all workers with health coverage receive mental health benefits as part of their plans.
A)True B)False
Q3) A major objective of the Pension Protection Act is to _____ 401(k)pension plans.
A)reduce the number of B)alter the tax status of C)limit to very small employers the use of D)provide greater control over
Q4) Typically,in a 401(k)savings plan,an employer matches an employee contribution at the rate of 25 to 50 cents for every worker dollar contributed.
A)True
B)False
Q5) Explain the concept of work-life benefits.Name and discuss at least five of these benefits employers offer their employees.
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Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) The leading cause of worker fatalities each year is motor vehicle crashes.
A)True
B)False
Q2) Low spirits,gloominess,and sadness are frequent symptoms of depression.
A)True
B)False
Q3) Employers with exemplary health and safety records may receive recognition under the ____.
A)Voluntary Protection Program
B)Strategic Partnership Program
C)Safety and Health Achievement Recognition Program
D)Alliances Program
Q4) Alcoholism is classified as a disability under the Americans with Disabilities Act (ADA).
A)True
B)False
Q5) Compare and contrast the two general types of stress.Include an example of each.
Q6) Ninety percent of all fatal work injuries involve workers in private industries.
A)True
B)False
Page 15
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) Step-review systems involving nonunion employees are very similar to grievance procedures used in union contracts.
A)True
B)False
Q2) Which of the following is NOT an exception to the employment-at-will doctrine?
A)Implied contract
B)Established protection
C)Violation of public policy
D)Implied covenant
Q3) Mediation is always a formal process that results in compromise.
A)True
B)False
Q4) Constructive discharge cases involve employees who are forced to quit due to intolerable work conditions.
A)True
B)False
Q5) Briefly discuss the concept of wrongful discharge and the three exceptions to the employment-at-will doctrine.
Q6) Compare and contrast employee rights and the employment-at-will doctrine.
Page 16
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Chapter 14: The Dynamics of Labor Relations
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Sample Questions
Q1) The National Labor Relations Board (NLRB)will not set up bargaining units based on: A)wages.
B)training.
C)job duties.
D)age of employees.
Q2) Employee associations may function in the same way as unions,being just as aggressive in organizing and representing their members.
A)True
B)False
Q3) Most organizing campaigns are begun by employees rather than by union organizers.
A)True
B)False
Q4) Unions have a legal obligation to provide assistance to members who are pursuing grievances under:
A)the Wagner Act.
B)the Taft-Hartley Act.
C)the fair representation doctrine.
D)the right-to-work statute.
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) A domestic firm,like Honda,General Electric,or Procter & Gamble,that builds on existing capabilities to penetrate overseas markets is an example of a(n)_____ corporation.
A)transnational
B)international
C)multinational
D)global
Q2) A global corporation has fully autonomous units operating in multiple countries.
A)True
B)False
Q3) Adapting pay and other compensation benefits to match that of a particular country is known as:
A)localization.
B)split pay.
C)host-based pay.
D)home-based pay.
Q4) Apprenticeship training in the United States is far superior to that in Europe.
A)True
B)False
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Chapter 16: Creating High-Performance Work Systems
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Sample Questions
Q1) High-performance work systems depend on the shift from knowledge work to touch labor.
A)True
B)False
Q2) High-performance work systems that are designed around team processes and capabilities that cannot be transported,duplicated,or copied by rival firms are said to be difficult to imitate.
A)True
B)False
Q3) HR Scorecards can be used to diagnose:
A)short-term organizational efficiency.
B)long-term organizational efficiency.
C)competitive strategic alignment.
D)horizontal fit and vertical fit.
Q4) Many high-performance work systems begin with highly directive:
A)compensation policies.
B)work flow systems.
C)recruitment and selection practices.
D)top-down communication systems.
Q5) Describe how an HR Scorecard can be used by organizations.
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