Human Resource Management Exam Practice Tests
Course Introduction
Human Resource Management is a comprehensive course that explores the fundamental principles and practices involved in managing an organization's human capital. The course covers key topics such as recruitment and selection, employee training and development, performance appraisal, compensation and benefits, labor relations, and employment law. Through case studies and real-world examples, students will learn strategies for effectively motivating employees, fostering inclusive workplace cultures, and aligning human resource policies with broader organizational goals. By the end of the course, participants will have acquired both theoretical knowledge and practical skills that are essential for successful HR management in todays dynamic business environment.
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) Which of the following does an employer have to do if hiring from the traditional labor pool?
A)automate the job
B)increase training
C)reduce required qualifications
D)provide competitive pay
Answer: D
Q2) Staffing professionals promote the goals of society by ________.
A)helping to match people with jobs and organizations
B)planning for labor market changes
C)terminating underperforming employees
D)minimizing the costs associated with recruitment
Answer: A
Q3) An organization's competitive advantage is ________.
A)not something that can be influenced by staffing
B)the number of employees it hires in a year
C)the annual employee turnover rate
D)what it can do differently from its competitors
Answer: D
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Page 3
Chapter 2: Business and Staffing Strategies
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Q1) A staffing function is centralized when an organization that has multiple business units has one staffing unit that is responsible for meeting the critical needs of all of the company's business units.
A)True
B)False
Answer: True
Q2) A company is successful at recruiting engineers by handing out flyers during community events near a university which is highly rated for its engineering program.The company's competitor effectively reaches the same audience by hanging banners at a similar event.This is an example of ________.
A)substitutability
B)value addition
C)refutability
D)inimitability
Answer: A
Q3) External hiring reduces organizational diversity.
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Legal Context
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Q1) Comparing the percentages of men,women,or minorities in various job categories to see if men,women,or minorities are disproportionately represented in certain workforce categories is an example of a ________.
A)hiring yield statistic
B)concentration statistic
C)flow statistic
D)stock statistic
Answer: B
Q2) Which of the following is true of a "closed shop"?
A)Employers encourage unions to form.
B)Employees need not remain union members after they are hired.
C)Only union workers are employed.
D)Employees must give up union membership once employed.
Answer: C
Q3) Which of the following is true for affirmative action plans?
A)An affirmative action plan should not be remedial in nature.
B)An affirmative action plan should exclude all non-minorities.
C)An affirmative action plan should be temporary.
D)An affirmative action plan does not need to be formalized.
Answer: C
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.
A)True
B)False
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) In an inductive job analysis,the main job duties and work tasks have been determined beforehand.
A)True
B)False
Q4) The same job analysis techniques can be used effectively for staffing,compensation,and training purposes.
A)True
B)False
Page 6
Q5) What is a job rewards analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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Q1) Business process outsourcing is the relocation of an entire business function,such as production,manufacturing,or customer service,to an independent service provider in the same or a different country.
A)True
B)False
Q2) Forecasting is not an exact science,and it is rare for a forecast to be exactly right.Given this uncertainty,it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.
A)True
B)False
Q3) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
Q4) Which of the following is true of transition analysis?
A)It can account for multiple moves.
B)It assumes that all employees in a job have an equal probability of movement.
C)It is a qualitative technique.
D)It does not rely on historical patterns and activity levels.
Q5) What are talent inventories and replacement charts,and how are they used in forecasting labor supply?
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Chapter 6: Sourcing: Identifying Recruits
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Q1) An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?
A)employee referrals
B)job fairs
C)search firms
D)college recruiting
Q2) A new college graduate looking for his or her first job is a(n)________.
A)active job seeker
B)passive job seeker
C)semi-passive job seeker
D)non-active job seeker
Q3) Which of the following external recruiting sources is fast,cheap,and useful for finding active job seekers?
A)career sites
B)walk-ins
C)schools
D)creative sourcing
Q4) What is meant by employee profiling in sourcing?
Q5) Explain the role of geographic targeting in the sourcing process.
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Chapter 7: Recruiting
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Q1) How can an organization with a positive employer branding image increase the quality of its applicant pools?
A)by reducing recruitment flaws through training
B)by following a targeted recruiting effort
C)by using external agencies to recruit for them
D)by following unconventional methods to recruit
Q2) Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?
A)distributive fairness
B)procedural fairness
C)interactional fairness
D)recruiter fairness
Q3) Frontline recruiters make very few applicant screening decisions.
A)True
B)False
Q4) Recruiter behaviors generally do not influence applicant perceptions of organizational attributes.
A)True
B)False
Q5) What is signaling and what role does it play during recruiting?
Page 9
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Chapter 8: Measurement
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Q1) The ________ is the percent of employees who are defined as currently successful performers.
A)base rate
B)selection ratio
C)SEM
D)coefficient
Q2) What would the median of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?
A)3
B)4
C)5
D)6
Q3) If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process,lifting ability is what type of measure?
A)criterion-referenced
B)norm-referenced
C)standardized
D)subjective
Q4) What are norm- and criterion-referenced measures and when is each appropriate?
Q5) What are reliability and validity,and why do they matter in staffing?
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Chapter 9: Assessing External Candidates
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Q1) Having a low selection ratio means ________.
A)hiring most people who apply for a job
B)having unacceptable adverse impact
C)hiring only a few applicants
D)having a small number of applicants per job
Q2) Involving customers and external stakeholders in the interview process can increase the job fit with candidates.
A)True
B)False
Q3) Asking job candidates for a mechanic position,"have you ever repaired small motors at home?" is an example of a biodata question.
A)True
B)False
Q4) Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.
A)True
B)False
Q5) Compare and contrast structured and unstructured interviews.
Q6) How does a biodata differ from a résumé and cover letter?
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Chapter 10: Assessing Internal Candidates
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Q1) ________ is(are)used to reenergize employees and give them the opportunity to develop skills and pursue other interests via workshops,formal classes,or travel.
A)Job rotation
B)Skills assessment
C)Peer reviews
D)Sabbaticals
Q2) Multisource assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance.
A)True
B)False
Q3) If a company wanted to quickly identify which employees speak Spanish,what would be the best way to do this?
A)Query the company's replacement charting system
B)Ask all managers to ask their subordinates if any of them speak Spanish
C)Query the company's skills inventory system
D)E-mail all employees and ask Spanish speakers to respond
Q4) Why should succession management be integrated with career development?
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) In the selection procedure of a firm,an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process.What type of assessment plan is being used?
A)multiple hurdles
B)contingent
C)supplemental
D)bona fide
Q2) An applicant who feels she or he was asked questionsunrelated to the job during an interview likely feels low procedural fairness.
A)True
B)False
Q3) What is reneging and what should an organization do when it has to renege on a job offer?
Q4) Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.
A)True
B)False
Q5) List and describe four factors that influence the content of a job offer.
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Chapter 12: Managing Workforce Flow
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Q1) Sequential socialization occurs when the steps in socialization occur in a specific order.
A)True
B)False
Q2) Earlene Gibson,the HR manager of BioMd,a manufacturer of high-end medical diagnostic equipments,is planning to implement a socialization program in the organization.She designs a program in which each stage of socialization is an "elimination tournament," and a new hire is out of the organization if he or she fails.Earlene submits the program draft to the CEO for approval.Which of the following,if true,would be the strongest counterargument for the implementation of this plan?
A)BioMd has a strong R&D orientation and innovation and risk taking are the major values that the company promotes.
B)The management is intending to develop a homogeneous workforce that is highly cohesive and goal oriented.
C)One of the goals of the socialization program is to exercise more discipline and control in the organization.
D)The company is characterized by a vertical organizational structure and centralized decision making.
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Chapter 13: Staffing System Evaluation and Technology
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Q1) Which of the following represents a breach of staffing evaluation ethics?
A)The data used to conduct a staffing evaluation is of a high standard.
B)The salary information of employees is kept private.
C)The firm's candidates are unaware of how their information will be used.
D)The comparison of recruiters' performances is limited to year-to-year comparisons.
Q2) ValuTech is a large-scale software company.Which of the following,if true,is a leading staffing indicator?
A)The company's quarterly performance has declined after it preferred employment agencies over campus recruitment programs.
B)The company recently modified its training programs specifically to suit the needs of new recruits.
C)The company's workforce is short of managerial talent due to the lack of investment in management development programs.
D)The company's current business model only allows it to pay salaries that are below the industry average.
Q3) What is the difference between direct and indirect staffing costs? Provide two examples of each.
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