Human Resource Management Exam Solutions
Course Introduction
Human Resource Management is a foundational course that explores the principles and practices involved in effectively managing people within organizations. Students will examine the core functions of HRM, including recruitment, selection, training and development, performance management, compensation, and employee relations. Emphasis is placed on understanding how HR strategies align with organizational goals, the impact of legal and ethical considerations, and the role of HRM in fostering a diverse and inclusive workplace. Through case studies and practical applications, the course equips students with critical skills for managing human capital in todays dynamic business environment.
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) The process that involves the placement of new hires on the actual job they will hold is called ________.
A) acquisition
B) deployment
C) retention
D) none of the above
Answer: B
Q2) Which of the following are portions of person-job match?
A) Jobs are characterized by their requirements
B) Jobs are characterized by their embedded rewards
C) Individuals are characterized by their level of qualification and motivation
D) All of the above
Answer: D
Q3) Some organizations understaff in order to avoid costly layoffs.
A)True
B)False
Answer: True
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Page 3
Available
Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Employers are allowed to take actions like terminating or demoting members of the uniformed services if they have to serve for an extended period of time overseas.
A)True
B)False
Answer: False
Q2) The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called ________.
A) employment-at-will
B) affirmative action
C) equal employment opportunity
D) a consent decree
Answer: A
Q3) The Americans with Disabilities Act does not cover individuals with psychiatric disorders, such as depression or schizophrenia.
A)True
B)False
Answer: False
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Chapter 3: Planning
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96 Verified Questions
96 Flashcards
Source URL: https://quizplus.com/quiz/47970
Sample Questions
Q1) Data from the US Department of labor shows that labor force participation has been rapidly increasing in recent years.
A)True
B)False
Answer: False
Q2) Strategy planning incorporates evaluating the organization's strengths, weaknesses, opportunities and threats.
A)True
B)False
Answer: True
Q3) Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP.
A)True
B)False
Answer: True
Q4) Succession planning precedes replacement planning.
A)True
B)False Answer: False
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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) Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.
A)True
B)False
Q2) Which of the following is not an example of an extrinsic reward?
A) Pay
B) Promotion
C) Autonomy
D) Fringe benefits
Q3) Ensuring consistency is seldom important for competency-based job analysis, because the focus is mostly on accuracy and objectivity.
A)True
B)False
Q4) Unlike KSAOs, competencies usually describe characteristics ________.
A) of individuals that contribute to job performance
B) that are used for selecting individuals
C) that contribute to success across multiple jobs
D) of organizational reward systems
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) A targeted recruiting message is designed to appeal to a particular audience.
A)True
B)False
Q2) Which of the following is not one of the major areas written into recruiting budgets?
A) website development and administration
B) costs of signing bonuses
C) time spent making personal contacts and following up with candidates
D) bringing candidates onsite
Q3) It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.
A)True
B)False
Q4) Niche employment websites are a popular method for finding recruits with a specific set of skills.
A)True
B)False
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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) The degree to which an organization utilizes its own internal information on candidate qualifications and job performance will determine how qualified the applicants will be.
A)True
B)False
Q2) Internal applicants are especially hard to work with in recruiting, because it's so hard to evaluate their performance compared to external applicants who have more objective markers of productive potential.
A)True
B)False
Q3) Closed internal recruitment systems are an ideal choice if there are issues about perceived fairness and the organization want to make sure it isn't missing out on hidden talent.
A)True
B)False
Q4) A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.
A)True
B)False
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Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Applicant stock statistics for groups under analysis require calculation of percentages for ________.
A) unemployed workers
B) measures of content validity
C) availability in the population
D) the reliability of a measure
Q2) Which of the following statements about measurement is not correct?
A) it assigns numbers to objects.
B) it is based on rules determined in advance.
C) it measures the object not the attribute.
D) it measures constructs.
Q3) Which of the following is an example of contamination error?
A) irrelevant material on the test
B) guessing by the test taker
C) different time limits for the same test
D) all of the above
Q4) Criterion measures are not used in the calculation of content validity.
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) One major problem with letters of recommendation is that they ________.
A) are too lengthy to be useful
B) are not structured or standardized C) are too ambiguous to interpret
D) all of the above are correct
Q2) Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
A)True
B)False
Q3) Most organizations use only weighted application blanks for initial screening decisions.
A)True
B)False
Q4) ________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.
A) Low reliability
B) Adverse impact
C) Utility
D) Habeas corpus
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Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Situational judgment tests ________.
A) have very high adverse impact
B) involve applicants' descriptions of how they would behave in work scenarios
C) are based on applicants' evaluations of photographs
D) have very low validity
Q2) Applicants' reactions to interviews tend to be ________.
A) very favorable
B) somewhat favorable
C) neutral
D) somewhat unfavorable
Q3) The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.
A)True
B)False
Q4) Organizations may make medical inquiries or require medical exams prior to making a job offer.
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) Which of the following is(are) examples of substantive methods for internal selection?
A) Skills inventories
B) Managerial sponsorship
C) Career concepts
D) Performance appraisals
Q2) In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.
A)True
B)False
Q3) Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.
A)True
B)False
Q4) Seniority is a highly valid method for internal selection.
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) The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor.
A)True
B)False
Q2) A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
A)True
B)False
Q3) Utility analysis formulas provide the HR specialist with an estimate of ________.
A) the economic gain derived from using a predictor versus random selection
B) the economic gain from using random selection
C) the economic gain of the standard deviation of job performance
D) the economic gain of the validity coefficient
Q4) If adverse impact occurs because of certain selection procedures, these procedures may be justified under UGESP through validity studies.
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) Which of the following circumstances makes it less likely an oral statement about weekend work would be legally enforceable as a contract term?
A) The statement was made in the workplace.
B) The statement is not supported by a written policy.
C) The statement was made by an organizational manager.
D) The statement was a specific one.
Q2) The law is relatively indifferent between the use of written contracts and the use of oral contracts.
A)True
B)False
Q3) Evidence shows what is likely to happen if established organizational members withdraw support from newcomers after a few weeks on the job?
A) The newcomer becomes much more independent
B) The newcomer will put forth less effort to learn and adapt
C) There isn't really much effect of withdrawing support
D) Newcomers seek out coworkers, but in an "anxious-avoidant" pattern
Q4) Hiring bonuses tend to enhance employee performance motivation.
A)True
B)False
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Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Number of positions filled and job performance are examples of ________ staffing metrics.
A) cost
B) timeliness
C) outcomes
D) reactions
Q2) An ideal arbitrator is a neutral individual and the arbitrator's findings should be finalized as a written award letter.
A)True
B)False
Q3) For ________, it is better to keep staffing functions within the organization, rather than outsourcing.
A) small organizations
B) organizations with continual hiring needs
C) firm-specific human capital
D) general human capital
Q4) SaaS vendors provide both the hardware, software, and day-to-day management of HRIS.
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) Which of the following is the most commonly pursued alternative to layoffs for reducing staffing levels?
A) Attrition
B) Retraining
C) Benefits reductions
D) Job sharing
Q2) Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage.
A)True
B)False
Q3) Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities.
A)True
B)False
Q4) Discharge turnover targets groups of employees and is also known as reduction in force.(RIF).
A)True
B)False
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Page 16