Human Resource Management
Chapter Exam Questions
Course Introduction
Human Resource Management explores the strategic approach to developing and managing an organizations most valuable asset its people. The course covers essential topics such as recruitment, selection, training, performance appraisal, compensation, labor relations, and legal and ethical considerations in the workplace. Students will learn how effective human resource practices contribute to organizational goals, employee motivation, and workplace culture. Emphasis is placed on practical applications, modern challenges, and the role of HR in fostering diversity, equity, and inclusion.
Recommended Textbook
Strategic Staffing Global 3rd Edition by Jean
M. Phillips
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Page 2
Chapter 1: Strategic Staffing
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Q1) Strategically evaluating the company's current lines of business,new businesses it will be getting into,businesses it will be leaving,and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is ________.
A)workforce planning
B)sourcing
C)recruiting
D)succession planning
Answer: A
Q2) Strategic staffing consists of filling a job as quickly and cheaply as possible.
A)True
B)False
Answer: False
Q3) Recruiting large numbers of applicants is always the best way to ensure quality hires.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Business and Staffing Strategies
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Q1) Jen is the Human Resources manager for Bailey's,a large department store.A competitor,ShopWell,is scheduled to open nearby in a few months and Jen is afraid that some of her staff may quit and join ShopWell.To prevent this,Jen introduces a performance incentive program that will reward Bailey's highest-performing employees at the end of the year.This is an example of ________.
A)replacement charting
B)idiosyncratic staffing
C)proactive staffing
D)reactive staffing
Answer: C
Q2) Which of the following,if true,would require a company to respectfully and honestly explain the hiring process to all applicants?
A)The company is committed to practicing ethical behavior.
B)The company views employees as investors.
C)The company is solely interested in profit-making.
D)The company views employees as assets.
Answer: A
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4
Chapter 3: The Legal Context
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Q1) It is legal to compare an applicant's scores only to members of his or her own racial subgroup and set separate passing or cutoff scores for each subgroup.
A)True
B)False
Answer: False
Q2) "All men are strong" is an example of which type of bias?
A)like-me bias
B)stereotyping
C)prejudice
D)ignorance
Answer: B
Q3) The ADA has been expanded to include broad coverage of the definition of a disability.
A)True
B)False
Answer: True
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) A summary of the characteristics of someone able to perform the job well is a
A)job requisition
B)job analysis
C)job description
D)person specification
Q2) A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a ________.
A)legal audit
B)job analysis
C)bona fide occupational qualification
D)job specification
Q3) A formal group or cluster of tasks is a ________.
A)job analysis
B)job family
C)person specification
D)job
Q4) Define "job description" and "person specification" and describe how they are used.
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Chapter 5: Forecasting and Planning
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Q1) ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession.ROM manufactures data cards,memory chips,and LCD monitors.The company is analyzing market trends in order to reassess its hiring strategy for the coming year.Which of the following,if true,would best support the argument for restarting hiring?
A)The previous recessionary had only lasted a year.
B)Though there was a decline in profits compared to the previous year,the company recently reported the best numbers in its industry.
C)Computer manufacturers have aggressively started hiring more staff.
D)One of ROM's fiercest rivals has started laying off its employees.
Q2) If a company employs two office assistants for every nine architects (a staffing ratio of 2:9)and it plans to expand and hire eighteen new architects,how many new office assistants will it need to hire?
Q3) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) Filling lower-level positions from the local labor market and higher-level positions from the regional or national labor market is an example of ________.
A)labor market analysis
B)job fairs
C)global staffing
D)geographic targeting
Q2) Innovative mobile recruiting strategies are necessary to meet future staffing needs and to attract the younger workforce.
A)True
B)False
Q3) Geographic targeting can help an organization reduce turnover.
A)True
B)False
Q4) Which of the following is an internal recruiting source?
A)succession management
B)career fairs
C)boolean searching
D)college recruiting
Q5) What is employee profiling? How can it be used to create a sourcing plan?
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Chapter 7: Recruiting
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Q1) Karen learns that her new job at the bookstore has no other female employees.Thinking that this could lead her employers and coworkers to treat her unfairly,she declines the offer.This is an example of ________.
A)a realistic job preview
B)a person specification
C)cognitive dissonance
D)signaling
Q2) Recruiter behaviors generally do not influence applicant perceptions of organizational attributes.
A)True
B)False
Q3) What is the disadvantage of getting line managers to recruit for a firm?
A)They are not impartial in their recruitment choices.
B)They have to take time out from their actual jobs.
C)They are not competent enough to select recruits.
D)They cause applicants to have a negative image of the firm.
Q4) What is an organization's employer image and why is it relevant to staffing?
Q5) Recruiters are seen as setting the standard for talent for the company.
A)True
B)False
Page 9
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Chapter 8: Measurement
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Q1) Information about important outcomes of the staffing process is called ________.
A)predictive data
B)criterion data
C)reliability
D)validity
Q2) If a test score is at the 90th percentile,then which of the following is true?
A)Only 10% of the test takers scored higher than this.
B)This is in the bottom 10% of the distribution.
C)About 90% of the test takers scored higher than this.
D)This is the most commonly observed score in the test.
Q3) Predictive data is information used to ________.
A)measure important outcomes of the staffing process
B)categorize people into appropriate labels
C)make projections about desired outcomes
D)assess central tendency
Q4) Practical significance</keyterm> </link> means that the observed relationship is large enough to be of value in a practical sense.
A)True
B)False
Q5) What are norm- and criterion-referenced measures and when is each appropriate?
Page 10
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Chapter 9: Assessing External Candidates
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Q1) Cognitive ability tests are one of the least valid selection methods.
A)True
B)False
Q2) Not hiring someone who would have been a poor performer is a true negative.
A)True
B)False
Q3) Which of the following statements is a UGESP guideline that pertains to candidate assessment?
A)No selection procedure measuring ability should closely approximate an observable work behavior.
B)The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity.
C)Abilities must be defined in terms of observable aspects of job behavior.
D)Knowledge must be defined in general terms not necessarily directly linked to the job.
Q4) Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.
A)True
B)False
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11
Chapter 10: Assessing Internal Candidates
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Q1) Why should succession management be integrated with career development?
Q2) In the career crossroads model,each passage requires that the person ________.
A)build on old skills
B)change organizations
C)unlearn old skills and learn new skills
D)is promoted based on their mastery of their current job
Q3) Managers' involvement and commitment is critical to the success of the succession management process because ________.
A)their skills assessments are central to the preparation of identified candidates for future positions
B)they will be the future employers of the promoted employees
C)managers need to develop their own replacements by training their subordinates adequately
D)their bonuses are tied to the success of their subordinates
Q4) More and richer information is usually available about external rather than internal job candidates.
A)True
B)False
Q5) How can internal assessment enhance a firm's strategic capabilities?
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Chapter 11: Choosing and Hiring Candidates
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Q1) A company relies on innovation as a competitive advantage.It wants to maintain the secrecy of its research and development projects.Which of the following would it most likely use?
A)nondisclosure agreements
B)non-solicitation agreements
C)employment at will agreements
D)implicit contracts
Q2) Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.
A)True
B)False
Q3) If the prediction equation produced by a regression analysis is:Job Success predicted = 10 + (2*interview)+ (1*personality)+ (3*job knowledge) What is Rosita's predicted job performance score if she scores 10 on the interview,25 on the personality test,and 15 on the job knowledge test?
A)-80
B)90
C)100
D)135
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Page 13
Chapter 12: Managing Workforce Flow
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Q1) Who usually has overall responsibility for conducting socialization programs?
A)coworkers
B)hiring managers
C)human resources
D)top management
Q2) What is optimal turnover?
A)It is the lowest turnover that a firm can achieve.
B)It produces lowest level of long-term productivity.
C)It produces the highest level of long-term business improvement.
D)It sees any employee turnover as a loss for the company.
Q3) Exit interviews are done to inform employees why they are being let go.
A)True
B)False
Q4) Working from 6 a.m.to 2 p.m.is an example of ________.
A)job sharing
B)flextime
C)telecommuting
D)homesourcing
Q5) What is downsizing and how is it best done? List and describe four ways of choosing who gets targeted during a downsizing.
14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) What role does a company's Web site play in terms of staffing? How should companies design their Web sites to make them more appealing and user friendly to prospective employees?
Q2) If a company identifies and tracks underrepresented candidates and employees and leverages the sources from which they were recruited,which of the following is most likely to be the company's key performance indicator?
A)expanding its business
B)providing equal pay
C)diversifying the workforce
D)diversifying business lines
Q3) Which of the following is both a leading and a lagging indicator of staffing outcomes?
A)employee-organization fit
B)promotability of firm's new hires
C)high rate of turnover
D)number of applicants per position
Q4) What is staffing evaluation and why is it important?
Q5) Describe a balanced staffing scorecard and how it is used.
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