Human Resource Management
Exam Materials
Course Introduction
Human Resource Management focuses on the strategies and practices organizations use to effectively recruit, develop, motivate, and retain employees. The course covers key areas such as workforce planning, employee selection, training and development, performance management, compensation and benefits, labor relations, and legal issues affecting the workplace. Students will gain insights into how HR professionals contribute to organizational success through fostering positive work environments, aligning human capital with business objectives, and navigating ethical and cultural challenges in todays diverse workplaces.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
Source URL: https://quizplus.com/study-set/2415
Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/47968
Sample Questions
Q1) Small and midsized organizations have increasingly turned to outsourcing as a way to improve the quality of certain recruiting and hiring processes.
A)True
B)False
Answer: True
Q2) The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
A)True
B)False
Answer: True
Q3) Which of the following is a part of the recruiting phase of the staffing process?
A) drawing up job offers
B) completing application blanks
C) developing and conducting job fairs
D) both drawing up job offers and developing and conducting job fairs
Answer: C
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
Source URL: https://quizplus.com/quiz/47969
Sample Questions
Q1) A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer.
A)True
B)False
Answer: True
Q2) The Civil Rights Act specifically mentions employment practices that are permitted for employers.
A)True
B)False
Answer: True
Q3) The specificity of the language used in an employment contract must be very extensive.
A)True
B)False Answer: False
Q4) The majority of common law decisions are made at the federal level.
A)True
B)False Answer: False
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Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) The process of determining reconciliation and gaps tells managers ________.
A) how many employees will be needed for jobs in the coming period
B) why employees are leaving the organization
C) which activities should be performed to place new employees in appropriate positions
D) when employees are most likely to quit
Answer: A
Q2) Which of the following services is not provided by staffing firms?
A) Advance screening of job candidates
B) They may provide on-site managers to help with training
C) They absorb full legal liability for temporary workers
D) None of the above
Answer: C
Q3) Managers are especially concerned about all of the following issues because of the aging workforce except ________.
A) loss of skills due to retirement
B) decreased ability to learn new material
C) increases in medical expenses
D) employee elder-care responsibilities
Answer: B
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Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.
A)True
B)False
Q2) The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.
A)True
B)False
Q3) The reason for having the manager participate as a job analyst is ________.
A) provide acceptance of job statements to guide performance on the job
B) verify statements are inclusive and accurate
C) control incumbent responses on job analysis questionnaires
D) establish pay scales
Q4) Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.
A)True
B)False
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
Source URL: https://quizplus.com/quiz/47972
Sample Questions
Q1) Research suggests that realistic job previews lead to massive reductions in turnover.
A)True
B)False
Q2) Which of the following are advantages of centralized recruitment?
A) duplications of effort are reduced
B) increased responsiveness to immediate needs
C) closer links to day-to-day operations
D) decreased costs in the centralized HR function
Q3) Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.
A)True
B)False
Q4) Which of the following are not components of a strong corporate recruiting website?
A) exciting flash graphics presentations of opportunities
B) detailed information on career opportunities
C) résumé builders
D) self-assessment inventories
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Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) To maintain employee motivation, alternative mobility paths may need to be supplemented with pay for skill development and counseling sessions.
A)True
B)False
Q2) Internal temporary employees require more orientation to the organization than would external hires.
A)True
B)False
Q3) Under a parallel track system, the job titles and salaries of technical specialists are treated as hierarchically arranged.
A)True
B)False
Q4) Which of the following are important components of ensuring sufficient quality in an internal recruiting system:
A) internal job posting systems
B) regular performance appraisals of all employees
C) systematic review of the employee value proposition
D) all of the above
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Page 8
Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Validity of a measure is best defined as ________.
A) the upper limit of reliability
B) the degree to which the measure does indeed measure what it is intended to measure
C) the lower limit of reliability
D) the consistency of measurement
Q2) Which of the following is not part of the process of measurement?
A) choosing an attribute of concern
B) assessing the attribute's acceptability to applicants
C) using the measure to gauge the attribute
D) constructing a measure of the attribute
Q3) Which of the following are absolutely necessary for maintaining test security?
A) A method for disseminating information to the pool of candidates regarding the scores of other candidates
B) A scoring key for the questionnaire provided to candidates after the test is completed
C) Identical forms of the test for all test-takers
D) Assurances that the test results will only be communicated by someone trained in how to interpret scores
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Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) Research suggests that the quality of the school a person graduates from makes a difference in the labor market.
A)True
B)False
Q2) Biographical information is like application blanks, except ________.
A) biographical information is based on history, but application blanks are based on current events
B) application blanks are more likely to be used for substantive selection decisions
C) biographical data is more likely to be accepted by applicants
D) biographical data can be more fruitfully used for substantive selection decisions
Q3) The initial interview is the least expensive method of initial assessment.
A)True
B)False
Q4) The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.
A)True
B)False
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Page 10
Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?
A) It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity
B) It is unlawful to screen out individuals with disabilities for any reason
C) It is unlawful for employers to require employees to physical agility tests in a selection context
D) The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff
Q2) The UGESP requires employers to ________.
A) keep records based on religion and marital status for all employees
B) perform a local validation study for every subgroup of employees
C) consider suitable alternative selection procedures if one of the selection techniques has adverse impact
D) assess employee history of drug abuse
Q3) There are some jobs for which drug and alcohol testing is mandated by law.
A)True
B)False
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) The validity of experience is higher than seniority for internal selection.
A)True
B)False
Q2) A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.
A)True
B)False
Q3) While information from internal selection can be better because multiple point of view can be combined, there are concerns that ________.
A) bribery for promotions is widespread
B) impression management and politics can play a role in who gets promoted
C) internal candidates with poor technical skills are likely to be promoted
D) instincts and intuition are not given enough weight
Q4) Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.
A)True
B)False
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Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) If a cutoff score is lowered, the effect of this on hiring results is likely to be
A) fewer false negatives only
B) both fewer false negatives and more true positives
C) fewer false negatives and fewer false positives
D) more false negatives and more false positives
Q2) In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.
A)True
B)False
Q3) In terms of who should participate in selection decision making (i.e., HR professionals vs.line managers), HR professionals would be least likely to ________.
A) make the hiring decision
B) establish selection procedures
C) ensure relevant laws and regulations are being followed
D) represent the interests of employees to management
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Page 13
Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Applicant dishonesty is a common problem as relates to the reporting of the applicant's current salary.
A)True
B)False
Q2) Non-compete agreements should be drafted in such a way that they cover
A) high-value employees
B) experienced employees
C) all employees
D) only managerial, technical, and scientific staff
Q3) What is the relationship between orientation and socialization activities?
A) orientation covers job content, socialization covers social content.
B) orientation is usually a small group activity, socialization is one on one.
C) orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.
D) orientation is formal, socialization is informal.
Q4) An idiosyncratic deal is premised on the idea that there are possibly uniquely beneficial terms for a specific employee that also benefit the organization.
A)True
B)False
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Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/47980
Sample Questions
Q1) Although HRIS have increased data availability for human resources functions, they has done little to fundamentally affect the way staffing activities are evaluated.
A)True
B)False
Q2) The EEOC requires that all employers submit hard copy, paper documents of all their EEO-1 reports.
A)True
B)False
Q3) In ________ a neutral person investigates a complaint and develops findings that may be the basis for resolving an employee complaint.
A) mediation
B) arbitration
C) fact finding
D) peer review
Q4) Records are not necessary for legal compliance.
A)True
B)False
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Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Economic costs associated with downsizing include ________.
A) threat to harmonious labor-management relations
B) decreased employee morale
C) higher unemployment insurance premiums
D) difficulty in attracting new employees
Q2) Research shows that downsizing has negative impacts on employee morale and health, workgroup creativity and communication, and workforce quality.
A)True
B)False
Q3) Ease of leaving is greater when ________.
A) employees are highly embedded
B) employees possess ample employer-specific KSAOs
C) when labor markets are loose
D) all of the above
Q4) Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication.
A)True
B)False
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Page 16