Human Resource Management Exam Review
Course Introduction
Human Resource Management explores the strategic and operational roles that human resources play in organizations. The course covers key topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, diversity, and legal considerations in HR. Students will learn how HR practices align with organizational objectives, foster a positive work environment, and contribute to overall business success. Through case studies, discussions, and practical assignments, students gain the foundational knowledge and skills necessary to effectively manage human capital in a diverse and evolving workplace.
Recommended Textbook
HR 1st Edition by Angelo S. DeNisi
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14 Chapters
699 Verified Questions
699 Flashcards
Source URL: https://quizplus.com/study-set/975
Page 2
Chapter 1: The Nature of Human Resource Management
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Sample Questions
Q1) The human resource function in organizations today is viewed as a key activity that can enhance the bottom line.
A)True
B)False
Answer: True
Q2) During the 1950s and 1960s, all of the following developed within the field of human resource management EXCEPT
A) selection tests from World War II were adapted for use in private industry.
B) reward and incentive systems became more sophisticated.
C) government legislation expanded, adding more complexity to human resource management.
D) unions became more powerful and demanded more benefits for their members.
E) the human resource management function was recognized as being critically important to organizational success.
Answer: E
Q3) Scientific management focused on increasing efficiency and productivity.
A)True
B)False
Answer: True
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Page 3
Chapter 2: The Legal Environment
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Sample Questions
Q1) Quid pro quo sexual harassment typically involves
A) unwelcome individual advances for a date.
B) sexual favors in return for something of value.
C) making jokes about a particular gender.
D) inappropriate pictures with sexual content displayed on the wall.
E) meeting colleagues for dinner after work hours.
Answer: B
Q2) The American with Disabilities Act requires companies to
A) hire everyone with a documented disability.
B) discriminate against those persons who have a disability.
C) hire a diversity consultant.
D) make reasonable accommodations for disabled individuals.
E) spend $100,000 per year on disability training.
Answer: D
Q3) Title VII created the Equal Opportunity Commission.
A)True
B)False
Answer: True
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Chapter 3: The Global Environment
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Sample Questions
Q1) The United States and Japan have experienced slowing growth rates in employment in recent years.
A)True
B)False
Answer: True
Q2) Repatriation occurs when a(n)
A) company sends a manager to a second foreign assignment.
B) expatriate manager comes home from a foreign assignment.
C) manager likes a foreign assignment so much that he or she remains in the foreign country.
D) manager is sent on a foreign assignment.
E) manager on a foreign assignment is compensated in the local currency.
Answer: B
Q3) There are often many differences in the benefits packages received by employees in different countries.
A)True
B)False
Answer: True
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5
Chapter 4: The Competitive Environment
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Sample Questions
Q1) Unrelated diversity occurs when an organization expand into products that are similar to its current ones.
A)True
B)False
Q2) The stability strategy essentially maintains the status quo.
A)True
B)False
Q3) Companies that view their human resource function as a strategic asset should NOT evaluate HR effectiveness by investigating A) costs and benefits.
B) organizational outcomes such as productivity.
C) profitability.
D) costs as the only factor.
E) utility analysis.
Q4) A cost leadership strategy is one that focuses on increasing costs and charging high prestige prices.
A)True
B)False
Q5) Describe the factors that affect human resource strategy formulation.
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Chapter 5: Information for Making Human Resource Decisions
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Sample Questions
Q1) Which of the following is NOT a common legal issue in job analysis and design?
A) The failure to perform a job analysis
B) Using job analysis to discriminate by gender
C) Discrimination against disabled applicants because of an inaccurate job analysis
D) The use the job characteristics model of job design
E) Job analysis that includes factors that are not job related
Q2) Describe some of the actions that a firm might take to implement a human resource plan when it has a strategy of growth, stability, and reduction.
Q3) Who generally share responsibility for conducting a job analysis?
A) The line manager, the job incumbent, and the top management team
B) The top management team, the operations manager, and the human resource manager
C) The line manager, the human resource department, and the job analyst
D) The job analyst, the immediate supervisor, and the job incumbent
E) The human resource department, the job incumbent, and the job analyst
Q4) The average age of the U.S. workforce is gradually decreasing.
A)True
B)False
Q5) Summarize legal issues in job analysis.
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Chapter 6: Human Resource Decision Making in Organizations
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Sample Questions
Q1) Tom, one of Pino's employees, is failing to perform to standard. Pino wants to use progressive discipline to change Tom's behavior. What should Pino do the next time he observes Tom's failure to perform?
A) Put a written record of the incident in Tom's personnel file.
B) Tell Tom's superior.
C) Ask the human resources department for help.
D) Give Tom a verbal warning.
E) Write a negative performance appraisal of Tom.
Q2) Refer to Scenario 6.1. Which of the following is NOT a likely outcome of Bambino's actions?
A) Workers will suffer from the survivor syndrome.
B) Voluntary turnover will increase.
C) Job satisfaction and morale will decline.
D) There will be more organizational citizenship behaviors.
E) The layoffs and store closings will be a "shock" to remaining workers.
Q3) How does each of the retention strategies mentioned in your text address one of the three causes of job dissatisfaction?
Q4) Should an organization attempt to retain employees who prefer to leave voluntarily? Summarize the arguments for and against such action.
Page 8
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Chapter 7: Recruitment and Selection
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Sample Questions
Q1) Which is the following is a disadvantage of external recruiting?
A) hurts a company's ability to attract management talent
B) may foster stagnation
C) may hurt motivation
D) brings in new ideas
E) prevents new ideas
Q2) Refer to Scenario 7.1. If Walker decides to use online recruiting for the consulting positions, which of the following is NOT a likely outcome?
A) The number of applicants will be reduced.
B) The quality of applicants will vary a great deal.
C) Applicants will all be residents of communities near Brilliance offices.
D) The cost of recruiting will increase sharply.
E) The diversity of applicants will decline.
Q3) The Social Security Act of 1935 specified that private employment agencies are part of the recruiting process.
A)True
B)False
Q4) Briefly describe four techniques commonly used for external recruiting.
Q5) Describe the steps involved in the selection process.
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Chapter 8: Managing a New and Diverse Workforce
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Sample Questions
Q1) Some evidence suggests that, despite generational differences, there tends to be little conflict between older and younger women in the workplace.
A)True
B)False
Q2) Refer to Scenario 8.1. Ray understands that an increase in diversity will require certain individual strategies for dealing with multiculturalism. Which of the following is NOT such a strategy?
A) Understanding
B) Separation
C) Empathy
D) Tolerance
E) Communication
Q3) The major policy through which a company can present its position on diversity is the mission statement.
A)True
B)False
Q4) What are some factors that have led to increased diversity in the workforce?
Q5) Summarize the six arguments that are used to describe how diversity contributes to competitiveness.
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Chapter 9: Compensation and Benefits
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Sample Questions
Q1) Which of the following would be considered a DISADVANTAGE of the use of above-market compensation?
A) It may encourage voluntary turnover.
B) It is less costly to the organization.
C) It may create a culture of competitive superiority.
D) It may not attract the highest-quality employees.
E) It may encourage a sense of entitlement among employees.
Q2) What is pay compression? Discuss the possible consequences of pay compression.
Q3) An aspect of a job for which an organization is willing to provide compensation is called a
A) comparable worth issue.
B) pay grade.
C) job class.
D) compensable factor.
E) job evaluation.
Q4) The fundamental purpose of compensation is to provide an adequate reward system for employees so that they feel valued.
A)True
B)False
Q5) Compare employee wellness programs and employee assistance programs.
Page 11
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Chapter 10: Performance Appraisal and Career Management
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Sample Questions
Q1) What is the first step in the career planning process?
A) Individual assessment
B) Career counseling
C) Exploration
D) Communication
E) Trial
Q2) The performance appraisal of a restaurant includes sections that require employees and managers to develop goals for the next rating period. This restaurant is apparently using which performance appraisal method?
A) 360-degree feedback
B) Behaviorally Anchored Rating Scales (BARS)
C) Simple ranking
D) Management by Objective (MBO)
E) Critical incident
Q3) A 360-degree evaluation only uses information collected from people working below the person being rated.
A)True
B)False
Q4) Briefly describe the most common deficiencies in performance appraisal.
Page 12
Q5) What pitfalls may limit the effectiveness of career planning?
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Chapter 11: Managing Labor Relations
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Sample Questions
Q1) Refer to Scenario 11.1. Before a certification election can be held,
A) workers must file a specific grievance against management.
B) a majority of the workers must express an interest in unionization.
C) the National Labor Relations Board must define the bargaining unit.
D) the current labor contract must have expired.
E) 10 percent of the workers must sign authorization cards.
Q2) In negotiating a labor agreement, the union has decided that a pay raise of $1 per hour for every employee is the minimum they will accept. If they are offered less than that, they will strike. This amount is called the
A) union resistance point.
B) management resistance point.
C) union target point.
D) management target point.
E) midpoint.
Q3) ____ items may be included in the collective bargaining if both parties agree.
A) Mandatory
B) Oblique
C) Permissive
D) Progressive
E) Regressive
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Chapter 12: Safety, Health, Well-Being, and Security
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Sample Questions
Q1) Which of the following is a personal action of individual employees that can be a common workplace hazard?
A) Exposure to chemicals
B) Failing to wear protective equipment
C) Improper training
D) Using improperly guarded machines
E) Poor lighting or ventilation
Q2) A ChemFirst Inc. chemical processing plant in Pascagoula, Mississippi, experienced an explosion. ChemFirst sent a team of employees from their headquarters unit to study the situation and make recommendations for improvements in plant design. These employees are
A) safety engineers.
B) operating workers.
C) top managers.
D) OSHA inspectors.
E) outside consultants.
Q3) If an employee requests an inspection from OSHA, his or her identity is revealed to the company being visited.
A)True
B)False
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Chapter 13: Motivation at Work
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Sample Questions
Q1) What are the three basic components of expectancy theory?
Q2) Goal setting theory was first proposed by:
A) Tate
B) Herzberg
C) Maslow
D) Locke
E) Vroom
Q3) Which component of expectancy theory covers the relative value of rewards and other consequences?
A) Dissonance
B) Valence
C) Expectancy
D) Instrumentality
E) VIE
Q4) The ERG theory of motivation was proposed by Maslow.
A)True
B)False
Q5) How can creativity be used to motivate staff?
Q6) What are the basic principles discussed in equity theory?
Q7) Discuss the basic reinforcement schedules.
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Chapter 14: Managing and Enhancing Performance: The Big Picture
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Sample Questions
Q1) Which mechanism is typically used to assess the organization's job-related needs and the capabilities of its current workforce?
A) Needs analysis
B) Training assessment
C) Utilization review
D) Strategic analysis
E) Performance review
Q2) What is the fundamental goal of training and development? Explain how training helps organizations to achieve that goal. Explain how development aids in achieving that goal.
Q3) Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?
A) Piece rate
B) Merit
C) Bonus
D) Commission
E) Individual
Q4) What common team and group incentive rewards may be used by organizations?
Page 16
Q5) Describe the most common types of individual incentive pay plans.
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