Human Resource Management Exam Review
Course Introduction
Human Resource Management explores the strategies, principles, and practices involved in effectively managing an organizations most valuable asset its people. The course covers essential topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal aspects of employment. Students will gain a comprehensive understanding of how human resources contribute to organizational success, as well as practical skills for resolving workplace issues, promoting employee engagement and diversity, and aligning HR practices with business objectives in a dynamic and evolving environment.
Recommended Textbook
HR3 3rd Edition by Angelo DeNisi
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14 Chapters
695 Verified Questions
695 Flashcards
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Page 2
Chapter 1: The Nature of Human Resource Management
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Sample Questions
Q1) What are the important goals of human resource management? For each goal, give two examples of specific HR actions or techniques that organizations can use to obtain that goal.
Answer: (1)Facilitating organizational competitiveness involves providing support to help an organization achieve its strategic goals.Human resource managers will ensure that the organization hires the right number and type of workers,and they will help to control compensation costs,as part of achieving this goal.(2)Enhancing productivity and quality can be accomplished through effective training and appropriate motivational rewards.Both of these are the responsibilities of the HR function.(3)Complying with legal and social obligations is effective when HR departments monitor work hours and overtime pay and when they ensure that an organization's hiring is nondiscriminatory.(4)Promoting individual growth and development could take the form of broad-based training such as teaching fundamental math skills to operating employees,or it could consist of wellness and other programs to enhance the quality of work life.
Q2) Theory X and Theory Y were principles developed by Elton Mayo.
A)True
B)False
Answer: False
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Page 3
Chapter 2: The Legal Environment
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Q1) Quid pro quo sexual harassment typically involves:
A) inviting a coworker to join a potluck.
B) sexual favors in exchange for something of value.
C) making jokes about a particular gender.
D) decoratingthe work environment with inappropriate photographs.
E) the process of bringing the perpetrators of sexual harassment to book.
Answer: B
Q2) The _____ is given the power to apply the Occupational Safety and Health Act standards and enforce its provisions.
A) Department of Justice
B) Office of Federal ContractCompliance Procedures
C) Department of Labor
D) Equal EmploymentOpportunity Commission
E) Department of Health
Answer: C
Q3) The Equal Pay Act requires companies to pay men and women the same compensation for performing equal work.
A)True
B)False
Answer: True
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Chapter 3: The Global Environment
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Q1) How does the area of labor relations affect international human resource management?
Answer: Labor relations are the processes of dealing with employees who are organized into labor unions.Different situations exist in countries throughout the world.Many countries have labor parties that seek to achieve the political goals of unions in those countries.In many countries,labor unions are much more concerned with social issues than they are in the United States,and so their political activism may extend beyond wages and conditions of employment.In many countries,union membership is quite large and continues to grow.More than half the world's workforce outside the United States belongs to labor unions.Different norms or expectations about the relationships between unions and management exist in different countries.Countries may differ in the definition of labor contracts,use of labor activities such as temporary work stoppage,the level of cordiality in negotiations,and dispute resolution procedures.International human resource managers need to understand such differences and may need to draw heavily on local expertise to help them address labor relations issues in an appropriate,effective,and legal manner.
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Chapter 4: The Competitive Environment
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Q1) Raibo Electric Inc.owns and operates a number of different businesses ranging from fast moving consumer goods to automobiles.As part of its strategy, it adds a wide variety of products to their already existing product lines.This is primarily an example of a _____ strategy.
A) diversification
B) business
C) functional
D) cost leadership
E) differentiation
Q2) When an organization uses human resource management practices such as attitude surveys and continuous training, it will most likely lead to _____.
A) a prospector strategy
B) agency problems
C) a flat organization
D) improved firm performance
E) utility analysis
Q3) The U-form, M-form, and H-form are known to be different organizational designs.
A)True
B)False
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Page 6
Chapter 5: Information for Making Human Resource Decisions
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Q1) Which of the following statements best describes the link between job analysis and human resource planning?
A) Job analysis provides managers an understanding of the nature of specific jobs and the kinds of skills and abilities needed to perform them.
B) Information from job analysis influences the decisions on performance appraisal and compensation.
C) The effectiveness of an organization's human resource planning is independent of its job analysis process.
D) Job analysis is the final step in the human resource planning process of an organization.
E) Examining a company's internal records of recruitment is useful for forecasting labor supply and demand that help human resource managers plan recruitment effectively.
Q2) Job analysis has only an indirect influence on compensation packages.
A)True
B)False
Q3) Explain the concept of knowledge, skills, and abilities (KSAs).
Q4) Summarize the legal issues in job analysis.
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Chapter 6: Human Resource Decision Making in Organizations
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Q1) Which of the following disciplinary problems is most likely to lead to immediate termination?
A) Errors in work products
B) Selling narcotics on the job
C) Frequent absenteeism
D) Failure to complete work on time
E) Tardiness
Q2) Which of the following is most likely to be an effective retention strategy to retain engineers and computer scientists of a high-tech software company for an extended period of time?
A) Providing realistic job previews
B) Announcing attractive retirement benefits
C) Giving stock options that cannot be exercised for the first five years of employment
D) Reducing the job requirements to make the jobs simpler and easier to do
E) Regularly administering job satisfaction surveys
Q3) Should an organization attempt to retain employees who prefer to leave voluntarily?
Summarize the arguments for and against such action.
Q4) How does retention strategies address the causes of job dissatisfaction?
Page 8
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Chapter 7: Recruiting, Selecting, Training, and Developing Employees
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Q1) The first step of the selection process is:
A) gathering information about the pool of recruits.
B) evaluating the qualifications of applicants.
C) making the decision about candidature selection.
D) accessing an individual's qualification.
E) assessing how closely anindividual fits the desired profile.
Q2) _____ applies to all employment decisions, but this legislation is the most critical forselection decisions.
A) Vestibule training
B) Utility analysis
C) TheCivil Rights Act
D) TheSocial Security Act
E) The in-basket exercise
Q3) Briefly describe the techniques commonly used for external recruiting.
Q4) Job posting is an external recruiting mechanism.
A)True
B)False
Q5) Describe the steps involved in the selection process.
Page 9
Q6) Describe the various kinds of employment tests and the information that employers expect to gain from their use.
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Page 10
Chapter 8: Managing a New and Diverse Workforce
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Q1) Which of the following is true of the strategies for dealing with diversity?
A) Offensive behavior by a person should be pointed out in a friendly low-key manner.
B) Tolerance of unique behaviors implies endorsing those behaviors.
C) Rigid organizational practices are the solution to effective diversity management.
D) Understanding individual differences involves accommodating all types of behaviors.
E) Empathy can lead to prejudice and discrimination.
Q2) Which of the following is true of the workforce diversity in the United States?
A) The number of women in the workforce has steadily declined over the years.
B) Ethnocentricity has been actively endorsed in diverse organizations.
C) Organizations are making efforts to reduce diversity in organizations.
D) Legislations have restricted employment opportunities of the disabled.
E) The average age of the workforce has increased over the years.
Q3) Growing birthrates among the post-baby boom generations thataccount for larger percentagesof new entrants into the labor force have changed the average age of U.S.workers.
A)True
B)False
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Chapter 9: Compensation & Benefits
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Q1) _____ refers to a company indicating to employees the importance of certain behaviors by paying for such behaviors.
A) Supporting
B) Suggesting
C) Spiraling
D) Benchmarking
E) Signaling
Q2) _____ is mostlyconcerned with establishing internal pay equity.
A) Job analysis
B) Performance management
C) Job evaluation
D) Pay inversion
E) Pay compression
Q3) Open pay systems promote equity and motivation in organizations.
A)True
B)False
Q4) Discuss the various factors that may influence an organization's compensation strategy.
Q5) Discuss the concept of job evaluation, including the most common methods of job evaluation used by organizations.
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Chapter 10: Performance Appraisal & Career Management
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Q1) Which type of performance-appraisal rating method focuses on specific instances of good or poor performance for evaluating performance?
A) The simple ranking method
B) The paired-comparison method
C) The management-by-objectives method
D) The critical incident method
E) The forced-distribution method
Q2) The performance-appraisal process of a restaurant includes requires that its employees and managers to specify their targets for the coming year.Which of the following appraisal methods is the restaurant employing?
A) The 360-degree appraisal process
B) Behaviorally Anchored Rating Scales
C) The simple ranking method
D) Management-by-Objectives
E) The critical incidents method
Q3) In the paired-comparison method of performance appraisal, a manager simply rank-orders each member of a particular work group.
A)True
B)False
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Page 13
Chapter 11: Managing Labor Relations
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Q1) Which of the following is the next step in the unionization process once a bargaining unit has been determined?
A) Getting 30 percent of the eligible workers to sign authorization cards
B) Conducting a secret ballot election
C) Petitioning the National Labor Relations Board to hold an election
D) Instituting grievance procedures for dispute resolution
E) Bargaining for the first labor contract
Q2) When there is a difference of opinion between an employee who is a union member and his or her supervisor, the employee can take his or her complaint to the _____.
A) union president
B) executive president
C) shop president
D) union arbitrator
E) shop steward
Q3) Briefly describe the steps in the unionization process and explain who is responsible for each action.
Q4) Summarize the position of labor unions in the United States on the employment of prison labor and contingent workers.
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Chapter 12: Safety, Health, Well-Being, & Security
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Q1) An employee of Speedz Corp., a car manufacturing company, dies on the job because of equipment malfunction.This is the fifth incident that has happened over a period of three months.OSHA finds that Speedz Corp.is guilty of violation of safety regulations.In this case, OSHA is most likely to:
A) shut down the firm for violating safety regulations.
B) change the management of the firm.
C) fine the firm for repeated major violations.
D) order the employer to issue a public apology.
E) issue a warning to the management with instructions to avoid such incidents in future.
Q2) Which of the following is true of circadian rhythms?
A) They are observed mainly in people who are below 18 years of age.
B) They are related to the eating and sleeping cycles of a human body.
C) They are observed when individuals suffer from a burnout.
D) They are independent of the metabolic processes of the human body.
E) They are mostly observed in individuals who work during the day.
Q3) Describe the causes of stress at work.
Q4) The Type A personality is characterized by a high focus on work and competition.
A)True B)False
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Chapter 13: Motivation at Work
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Q1) ERG theoryidentifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs.
A)True
B)False
Q2) General goals are much more effective at increasing employee performance than are specific goals.
A)True
B)False
Q3) In the context of Abraham Maslow's hierarchy of needs, which of the following best describes a self-actualization need?
A) It is a person's need forfood or water.
B) It is the need to have a safe and secureenvironment.
C) It is the need to reachone's personal potential.
D) It isthe need to havea positive view of oneself.
E) It is a person's need to have meaningfulinteractions and relationshipswith others.
Q4) Discuss the various reinforcement schedules.
Q5) Provide a brief note on equity theory.
Q6) Describe creative behavior in the context of motivation perspectives.
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Chapter 14: Managing & Enhancing Performance: The Big Picture
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Q1) _____is thesystematic and simultaneous application of positive reinforcementand either punishment or extinction.
A) Job rotation
B) Behavior modification
C) Gainsharing
D) Job enlargement
E) Goal setting
Q2) Refer to Scenario 14.1.The management of Wilkinson implements a group incentive plan by which the senior executives of the company can purchase company stocks in the future at a predetermined rate.They can sell the stocks when there is an increase in stock prices.This incentive plan is called a(n) _____.
A) gainsharing plan
B) piece-rateplan
C) stock-option plan
D) employee stock ownership plan
E) Scanlon plan
Q3) Describe the common team and group incentive systems used by organizations.
Q4) Describe the two common alternate work schedule arrangements.
Q5) Briefly describe individual incentive pay plans.
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