Human Resource Management Exam Solutions
Course Introduction
Human Resource Management is a comprehensive course that introduces students to the key concepts, practices, and functions involved in managing an organizations human capital. Covering topics such as recruitment and selection, training and development, performance management, compensation, labor relations, and legal compliance, this course provides an in-depth understanding of how effective HR strategies align with organizational goals. Students will explore both the theoretical foundations and practical applications of HRM, addressing contemporary challenges and ethical considerations in todays dynamic workplace environment. Through case studies, discussions, and real-world scenarios, learners will gain essential skills for contributing to effective workforce management and organizational success.
Recommended Textbook
Staffing Organizations 8th Edition by Herbert Heneman III
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1210 Verified Questions
1210 Flashcards
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) The staffing quantity model uses _________ to determine whether a condition of being overstaffed,fully staffed,or understaffed exists.
A) projected staffing requirements
B) projected staffing availabilities
C) projected economic trends
D) projected staffing requirements and projected staffing availabilities are both needed
Answer: D
Q2) Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
A)True
B)False
Answer: True
Q3) Examples of job-specific KSAOs include flexibility and adaptability,ability to learn,written and oral communication skills,and algebra/statistics skills.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Legal Compliance
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99 Verified Questions
99 Flashcards
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Sample Questions
Q1) Which of the following is true regarding temporary employees?
A) Temporary employees are considered to be employees of the organization which is using their services,not the temporary help agency.
B) During job assignments,temporary workers are on the payroll of the organization using their services.
C) Use of temporary workers can often raise issues of "co-employment."
D) All of these are correct.
Answer: C
Q2) What can employers do to ensure that permatemps,that is,individuals from staffing firms who have long-term relationships with an employer,are not considered employees of their firm?
A) Never exercise direct control over these people and treat them separate from regular employees.
B) Ensure they provide sufficient training and supervision.
C) Provide permatemps with special hats indicating their status as temporary.
D) None of these is correct.
Answer: A
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Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) In Markov analysis for staffing,__________ is used to forecast future workforce availabilities.
A) cost data
B) product demand
C) transition probabilities
D) bayesian inference
Answer: C
Q2) Employing organizations usually have a lot of control over the quality of the flexible workforce.
A)True
B)False
Answer: False
Q3) Replacement and succession planning are conducted primarily for managerial jobs.
A)True
B)False
Answer: True
Q4) Internal hiring methods are often less expensive than external hiring methods.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis and Rewards
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.
A)True
B)False
Q2) If an employment discrimination case involves an organization's defense of its selection procedures,the UGESP require the conduct of job analysis.
A)True
B)False
Q3) Tasks should be constructed using broadly applicable verbs,such as "supports," "assists," and "handles."
A)True
B)False
Q4) The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.
A)True
B)False
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Page 6
Chapter 5: External Recruitment
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Applicants are most interested in working for companies that have good pay,lots of opportunities for growth and development,and interesting work.
A)True
B)False
Q2) Realistic recruiting messages are less effective for those with considerable previous job experience.
A)True
B)False
Q3) Research suggests that realistic job previews lead to massive reductions in turnover.
A)True
B)False
Q4) Applicants typically prefer recruiters who are _________________.
A) well-informed about the job
B) in an HR-related function
C) the same gender
D) brusque
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Page 7
Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Research has shown that since the 1970's there has been a radical shift in top management in most organizations,with nearly half of all top executive positions being held by women.
A)True
B)False
Q2) Under a closed internal recruitment system,employees are not made aware of job vacancies.
A)True
B)False
Q3) Which of the following is true regarding an open internal recruitment system?
A) employees are made aware of all job openings.
B) they use a job posting and job bidding system.
C) they often lead to uncovering "hidden talent."
D) all of these are correct.
Q4) Which of the following is true of realistic previews in internal recruiting?
A) they are even more important than for external recruiting
B) research suggests they can increase turnover
C) they are more necessary for newly created jobs or jobs in new locations
D) they cannot really be used for internal selection
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Chapter 7: Measurement
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Sample Questions
Q1) Comparing objective scores from T1 to T2 is a method for assessing _____ reliability.
A) maximal asymptotic
B) internal consistency
C) test-retest
D) interrater
Q2) Applicant flow statistics require the calculation of _________.
A) selection rates for the groups under analysis
B) interview rates for the groups under analysis
C) rejection rates for the groups under analysis
D) range scores for the groups under analysis
Q3) The standard error of measurement allows _________.
A) calculation of confidence intervals for true scores
B) estimates of content validity
C) calculation of confidence intervals for actual scores
D) calculation of confidence intervals for error
Q4) If scores are classified as "low","medium",and "high",the scale of measurement is nominal.
A)True
B)False
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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) The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.
A)True
B)False
Q2) Video résumés have become a major component of selection in most large organizations.
A)True
B)False
Q3) 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
Q4) Résumé scanning software tends to look for nouns more than action verbs.
A)True B)False
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Chapter 9: External Selection II
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107 Flashcards
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Sample Questions
Q1) Which of the following is true regarding the Big Five personality factors?
A) They are reasonably valid in predicting job performance.
B) They represent emotional traits.
C) They represent cognitive abilities.
D) None of these.
Q2) Evidence suggests that most applicants have relatively positive reactions towards personality testing.
A)True
B)False
Q3) Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries,such as carpal tunnel syndrome.
A)True
B)False
Q4) Which of the following is a characteristic of a typical unstructured interview?
A) It is usually carefully planned.
B) The interviewer makes a quick and final evaluation of the candidate.
C) It consists of formal,objective questioning.
D) The interviewer is highly prepared.
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Chapter 10: Internal Selection
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Sample Questions
Q1) Where peer assessments are concerned,it would be accurate to say that
A) peer ratings rely on voting to select the most promotable applicants
B) peer assessments are used for both internal and external applicants
C) peer rankings rely on ordering of peers being assessed
D) peer rankings rely on assessments of each applicant using scores on a continuous numerical scale
Q2) An important advantage of peer assessments is ___________.
A) lower probability of bias in the assessment
B) greater clarity in the criteria for assessment
C) enhanced employee morale through the fostering of a competitive spirit
D) greater knowledge of the applicants' KSAOs
Q3) The concept which refers to the idea that individuals rise to their lowest level of incompetence is the ________.
A) Peter Principle
B) Promotability Principle
C) Career Concept Principle
D) 4/5 Principle
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Chapter 11: Decision Making
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Sample Questions
Q1) The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.
A) multiple hurdles
B) Markov process
C) compensatory model
D) none of these
Q2) The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.
A)True
B)False
Q3) Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.
A)True
B)False
Q4) Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.
A)True
B)False
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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) One reason organizations often opt out of flat pay rates in favor of differential pay rates,is because job applicants are similar in KSAO quality.
A)True
B)False
Q2) The use of short-term incentive pay,like commissions or production bonuses,is common among private sector organizations.
A)True
B)False
Q3) The delivery of newcomer socialization should be the responsibility of
A) his/her supervisor
B) a mentor or sponsor
C) the HR department
D) all of these
Q4) The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
A)True
B)False
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Page 14
Chapter 13: Staffing System Management
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Sample Questions
Q1) Which of the following functions are most likely to be outsourced?
A) recruiting creative talent for an advertising agency
B) screening registered nurses for a long-term care facility
C) recruiting and selecting individuals for teams
D) providing employee orientation
Q2) In recent years,a number of organizations have worked to develop standardized benchmarks for judging the effectiveness of staffing processes across organizations.
A)True
B)False
Q3) SaaS vendors provide both the hardware,software,and day-to-day management of HRIS.
A)True
B)False
Q4) Organizations that wish to protect themselves from discrimination claims can require employees to sign an enforceable waiver that requires them to use the organization's internal ADR rather than the courts.
A)True
B)False
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Page 15
Chapter 14: Retention Management
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85 Flashcards
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Sample Questions
Q1) Downsizing is typically a reflection of ___________.
A) overstaffing
B) understaffing
C) an appropriate staffing level
D) none of these
Q2) As assessment of employee success in reach goals,ratings of competencies,and suggestions for improvement are all part of ______.
A) performance planning
B) performance appraisal
C) performance execution
D) progressive discipline
Q3) Performance management systems enable organizations to ensure that an initial person/job match yields an effectively performing employee.
A)True
B)False
Q4) Discharge turnover is primarily due to extremely poor person/organization matches.
A)True
B)False
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Page 16