Human Resource Management
Exam Answer Key
Course Introduction
Human Resource Management explores the strategies, policies, and practices essential to effectively manage people within organizations. This course covers key topics such as recruitment and selection, employee development and training, performance management, compensation, labor relations, legal compliance, diversity, and workplace safety. By examining both the theoretical foundations and practical applications of HRM, students will develop the skills necessary to contribute to organizational success through effective human capital management and will gain an understanding of how HR practices align with broader business objectives.
Recommended Textbook
Strategic Human Resources Planning 5th edition by Belcourt
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Chapter 1: Strategic Management
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Sample Questions
Q1) A company can have one corporate strategy but many business strategies.
A)True
B)False
Answer: True
Q2) Southwest Airlines has used multiple strategies since its inception in 1974. Why has its current focus on organizational culture been such an effective strategy for the airline?
A) Southwest's culture is variable and substitutable like the strategies it applies.
B) Southwest's culture is inspirational so that its employees achieve greater work-life balance.
C) Southwest's culture is unique and strategic mimicry by other airlines is not possible.
D) Southwest's culture is responsible for its low cost, low price, no frills flights strategy.
Answer: C
Q3) The decision to merge with another company is an example of a growth strategy. A)True
B)False
Answer: True
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Chapter 2: Aligning HR With Strategy
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Q1) Michael Porter estimates that it takes approximately 5 years to duplicate a competitive edge in human resources.
A)True
B)False
Answer: False
Q2) Human resources create competitive advantage for organizations, which reflects a resource-based view.
A)True
B)False
Answer: True
Q3) What does McDonald's "no unique response" system mean?
A) that employees are not expected to contribute ideas
B) that employees are not expected to communicate formally
C) that employees are not expected to accommodate customer inquiries
D) that employees are not expected to respond beyond a basic standard
Answer: A
Q4) Professional certification is NOT a human capital asset.
A)True
B)False
Answer: False
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Chapter 3: Environmental Influences on HRM
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Q1) Stakeholders are also known as constituent groups.
A)True
B)False
Answer: True
Q2) Canadian newspapers and magazines provide a good source of information for HR professionals.
A)True
B)False
Answer: True
Q3) What statement depicts the importance of the labour market and its influence on an organization's ability to implement strategy?
A) The labour market is the most important demographic factor that should be monitored.
B) The labour market is the most important economic factor that should be monitored.
C) The labour market is the most important social factor that should be monitored.
D) The labour market is the most important global factor that should be monitored.
Answer: A
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Chapter 4: Job Analysis
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Q1) According to the text, what need prompted the increased use of competency modelling?
A) The need for flexibility and cross-training of employees.
B) The need for generalized knowledge and role competencies.
C) The need for problem-solving and accountability skills.
D) The need for advocacy and increased performance abilities.
Q2) Departmentalization deals with the aggregation of individual jobs in order to reduce redundancy.
A)True
B)False
Q3) What are the two written outcomes from a job analysis?
A) job specification and job description
B) job tasks and job skills
C) job skills and job knowledge
D) job knowledge and job benchmarks
Q4) The Position Analysis Questionnaire was developed by Ernest McCormick.
A)True
B)False
Q5) What is the difference between a job and a position? What is job analysis?
Q6) Describe THREE of the reasons why job analysis is so central to HR planning.
Page 6
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Chapter 5: The HR Forecasting Process
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Q1) Which concept refers to a prohibition on all external recruiting activities?
A) attrition
B) hiring freeze
C) down-sizing
D) HR surplus
Q2) HR demand requirements must be found from either internal or external supplies of personnel.
A)True
B)False
Q3) What techniques do HR managers use to encourage employee collaboration for global forecasting?
A) Minimize use of technology like e-mail and teleconferencing.
B) Schedule work to take advantage of time zone differences.
C) Eliminate all duplicating personnel for greater efficiency.
D) Incorporate specific cultures related to contingent workers.
Q4) A serious problem develops in some organizations when the personnel planning process becomes connected to the overall business goals of the organization.
A)True
B)False
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Chapter 6: Determining HR Demand
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Q1) Unlike trend analysis, impact analysis relies on subjective, but expert, judgements.
A)True
B)False
Q2) In a simple regression Y is the independent variable.
A)True
B)False
Q3) In a simple regression equation, there is an assumption of linearity between the independent and dependent variables.
A)True
B)False
Q4) Trend analyses are complex, since they require the analysis of multiple variables.
A)True
B)False
Q5) In a simple regression prediction model, what does B represent?
A) dependent variable
B) constant or intercept
C) slope of the linear relationship between X and Y
D) independent variable
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Chapter 7: Ascertaining HR Supply
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Sample Questions
Q1) A skills inventory is an individualized personnel record held on each employee including those currently in management or professional positions.
A)True
B)False
Q2) According to the textbook, which of the following is NOT typically included in a skills inventory?
A) hobbies and interests
B) work history
C) gender
D) education
Q3) A linear model is an analysis of the flow of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level.
A)True
B)False
Q4) In the Markov model, the employee has five possible movement options.
A)True
B)False
Q5) Why do many organizations give preference to internal supply?
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Chapter 8: Succession Management
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Sample Questions
Q1) According to Frauenheim, the greatest driver of succession management programs is the retirement of critical/executive roles.
A)True
B)False
Q2) Which of the following is NOT a competency identified by Catano and his colleagues?
A) knowledge competencies
B) distinctive competencies
C) role competencies
D) core competencies
Q3) According to a McKinsey study, what fraction of HR directors at top-performing companies constantly search for talented executives?
A) one tenth
B) one quarter
C) one third
D) one half
Q4) Counselling and friendship are two benefits derived from mentorship.
A)True
B)False
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Chapter 9: Information Technology
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Q1) Why does an organization issue a request for proposal?
A) to communicate what is sought from the vendor
B) to request pricing information from the vendor
C) to substantiate intention to buy from the vendor
D) to request an IT demonstration from the vendor
Q2) One example of time and attendance software that tracks days, hours, overtime, and vacation balances is offered by SIPC.
A)True
B)False
Q3) What three types of security features are used to ensure data security?
A) data field security, record security, and information security
B) row-level security, information security, and system security
C) record security, login security, and data field security
D) login security, row-level security, and field-level security
Q4) The ERP approach promotes the use of a common, shared relational database for critical information across the organization.
A)True
B)False
Q5) What are the most common IT implementation pitfalls?
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) Work redesign is a short-term strategy, whereas workforce reduction is a medium-term strategy.
A)True
B)False
Q2) According to a poll of almost 7 000 employees discussed in the text, what personal strategy would the majority of individuals implement if they heard that their company was planning layoffs?
A) visit a lawyer and be aware of their legal rights
B) search for a new job before the layoffs occur
C) make sure that they remain invisible to the managers
D) spend more time at the office and less with family
Q3) There is considerable evidence that workforce reduction programs ultimately achieve their objectives of cutting costs.
A)True
B)False
Q4) Downsizing is unlikely to disappear in the future because it helps to alleviate the huge financial burdens facing many organizations.
A)True
B)False
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) If an individual has an ability to acquire certain skills to a desired level of performance, what is this capability called?
A) pliability
B) flexibility
C) trainability
D) adaptability
Q2) The exportive IHRM approach transfers home HRM systems to foreign subsidiaries without modifying or adapting to the local environment.
A)True
B)False
Q3) What type of strategy concentrates on the development of foreign markets by selling to foreign nationals?
A) multidomestic
B) domestic
C) multinational
D) global
Q4) What is repatriation? What are some of the issues facing repatriates?
Q5) Identify and briefly explain the THREE different approaches to SIHRM.
Q6) What are THREE of the key challenges facing strategic international HRM?
Page 13
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Which of the following is NOT a typical employee behaviour category during a merger?
A) not willing
B) not available
C) not able
D) not knowing
Q2) What is a merger? Identify and describe THREE different types of mergers.
Q3) What is one benefit for organizations that apply due diligence in order to manage their culture during a merger?
A) lower absenteeism and attrition
B) improved job satisfaction
C) increased stock prices
D) higher revenues and profits
Q4) If a company wants to reduce its dependency on a market that is cyclical in nature, what type of merger strategy should it choose?
A) integration
B) assimilation
C) diversification
D) consolidation
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Chapter 13: Outsourcing
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Sample Questions
Q1) According to one survey in the textbook, about 80% of companies reported that outsourcing service agreements did not reduce overall costs.
A)True
B)False
Q2) Recruiting is an HR function that is most likely to be outsourced.
A)True
B)False
Q3) Typically a company will outsource its HR functions if the labour laws and regulations governing employees are too complex for the company's current level of expertise.
A)True
B)False
Q4) What other HR strategy provides a negative impact on employees similar to that of outsourcing?
A) acquisitions
B) restructuring
C) mergers
D) divestitures
Q5) List and briefly explain THREE risks associated with outsourcing.
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Chapter 14: Evaluation of HR
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Sample Questions
Q1) What is one benefit of benchmarking?
A) Motivates employees to take performance to a higher standard.
B) Stimulates a subjective review of processes, practices, and systems.
C) Provides subjective comparative data with best-in-class organizations.
D) Raises questions and stimulates discussion about better ways of strategizing.
Q2) If an organization measures a decline in employee morale, approximately how long will it take to realize a drop in customer satisfaction?
A) 2 months
B) 4 months
C) 6 months
D) 8 months
Q3) Briefly describe THREE methods used to measure client satisfaction.
Q4) By focusing on the alignment of HR practices with organizational strategy, a company will achieve greater performance and fit than by focusing on best practices and benchmarking.
A)True
B)False
Q5) Efficiency is defined as the results achieved compared to resource inputs.
A)True
B)False
16
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