Human Resource Management
Mock Exam
Course Introduction
Human Resource Management explores the principles, techniques, and strategies used to effectively attract, develop, and retain organizational talent. The course covers key topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal issues affecting the workplace. Emphasis is placed on aligning HR practices with organizational goals, fostering an inclusive and ethical work environment, and adapting to contemporary challenges in a dynamic global business landscape. Through case studies and practical applications, students will develop the skills necessary to contribute to the success of human resource functions in various organizational settings.
Recommended Textbook
Human Resource Management 1st Edition by David Lepak
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14 Chapters
1400 Verified Questions
1400 Flashcards
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Page 2
Chapter 1: Managing Employees for Competitive Advantage
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30480
Sample Questions
Q1) Sarah has a bachelor's degree and eight years of experience working as a computer programmer. These things define her:
A) work design.
B) recruitment value proposition.
C) internal alignment.
D) competencies.
E) competitive advantage.
Answer: D
Q2) Setting up facilities in other countries, creating joint ventures or partnerships internationally, or setting up a facility in another country are all examples of:
A) establishing organizational culture.
B) creating a company strategy.
C) responding to organizational demands.
D) increasing globalization of an industry.
E) managing environmental influences.
Answer: D
Q3) The future diversity of an organization's employee population can be predicted by analyzing ________.
Answer: labor force trends
Page 3
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Chapter 2: Organizational Demands and Environmental Influences
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Sample Questions
Q1) If your organization has operations in a country which has an individualistic culture you mostly like will want to have in place a:
A) robust benefits package which can meet a variety of employee needs.
B) performance evaluation system that recognizes each employees contribution to the organization.
C) clear and concise employee manual which outlines the organizations expectations specifically.
D) a program which demonstrates the organizations commitment to its social responsibilities.
E) bonus program which rewards work teams for meeting monthly quotas.
Answer: B
Q2) NAFTA was enacted to help remove trade barriers between the European Union and the United States.
A)True
B)False
Answer: False
Q3) HR activities are established to help companies handle ________ demands, ________ influences, and ________ issues.
Answer: organizational; environmental; regulatory
Page 4
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Chapter 3: Regulatory Issues
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Sample Questions
Q1) In order to prove that disparate impact has occurred the selection rate for the protected class must be less than ________ of the group with the highest selection rate.
A) 80%
B) 75%
C) 33%
D) 20%
E) 51%
Answer: A
Q2) Which of the following statements related to the ADEA are correct?
A) ADEA was amended by the Older Workers Benefit Protection Act.
B) Age related discrimination charges have decreased since more younger employees are entering the work force.
C) Older workers' skills are not as relevant in the work place, thereby making it hard for them to claim age discrimination.
D) Age cannot not be used as a BFOQ.
E) An employee who reaches age 59 1/2 can be required to retire since they can now collect their retirement money.
Answer: A
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Chapter 4: Job Design and Job Analysis
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Sample Questions
Q1) Appearing in the order of their importance, ________ describe the responsibilities of the employee and explain the ________ functions of the job.
Q2) By selecting a motivational approach over an efficiency approach to job design there may be:
A) decreased employee satisfaction.
B) less employee errors.
C) more employee errors.
D) less challenging work.
E) more standardization of work.
Q3) A factory which produces bicycles has one employee who assembles the frame, one who attaches the handle bars, one who attaches the wheels, one who does a quality check, and another who packs the bicycle before sending it off to the distribution warehouse. This organization uses which approach to job design?
A) Motivation
B) Efficiency
C) Effectiveness
D) Task identity
E) Task significance
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Chapter 5: Workforce Planning
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Sample Questions
Q1) An organization needs to consider how communities react to it s workforce planning methods because:
A) these types of decisions can cause emotional reactions from employees, shareholders and customers.
B) the timing of the decisions may determine how people react.
C) offshoring is generally the best work force planning approach.
D) unemployment rates play a very small part in how and when work force planning methods are carried out.
E) Both A and B are correct.
Q2) One physical therapist can see, on average, 8 patients per 8 hour day. If a physical therapy office employs 6 full-time physical therapists, how many patients (outputs) should they be able to see in 20 workdays?
A) 48
B) 120
C) 960
D) 1000
E) 1280
Q3) Explain how the labor market and economic conditions can impact workforce planning.
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Page 7
Chapter 6: Recruitment
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Sample Questions
Q1) An organization with a cost leadership strategy will most likely choose to use ________ cost recruitment methods.
Q2) An organization has a Vice President of Operations position open. It is rare that the organization has to recruit for this level of position. The position requires higher level education and at least 15 years of experience. The company is located in a rural area about two hours outside of a large metropolitan area. Which of the following would be the best approach to recruiting for this position?
A) Contingency recruiting agency
B) Newspaper ad
C) Employee referral
D) Public employment agency
E) Educational institution
Q3) External recruitment would involve placing a job posting on the company's intranet site.
A)True
B)False
Q4) Recruiting outside the organization is a way to focus on specific ________ that the current workforce does not possess.
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Chapter 7: Selection
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Sample Questions
Q1) All of the following are correct regarding personality inventories EXCEPT:
A) they may be considered an invasion of privacy if the applicant doesn't think the questions are job related.
B) they should be used as the only selection method in order to make an appropriate choice.
C) they can be used to assess someone's ability to lead a team.
D) they may identify a mental impairment or disability, which is protected by ADA.
E) they may tell you whether someone will be open and accepting of change.
Q2) Susan was interviewed by three separate managers. When the managers met to compare their scores of Susan's interviews they were 89%, 81%, and 97%. This most likely demonstrates low:
A) unbiasness.
B) validity.
C) test-retest reliability.
D) person-job fit.
E) low inter-rater reliability.
Q3) The ________ helps a recruiter score an applicant and provides an objective way for an applicant's qualifications to be reviewed.
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Chapter 8: Training and Development
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Sample Questions
Q1) Dorie's Diner recently hired a new cook who had very little experience. In order to help them learn the job the new cook is working side by side with another employee who is providing instruction and assistance as needed. This would be an example of on-the-job training.
A)True
B)False
Q2) Which of the following is an example of having low learning agility?
A) John talks to his supervisor about new projects in which he can get involved.
B) Luke requests to remain in his current role, in which he is satisfied, rather than be transferred.
C) Sara requests a mentor to help her advance her management skills.
D) Eli brought forward a performance improvement idea to help increase productivity.
E) Lisa is investigating the possibility of getting her CPA credentials.
Q3) ________ may include job shadowing for those in middle management roles within the organization.
Q4) A/An ________ analysis is completed by observing an employee do their job, reviewing their past performance evaluations, talking to their supervisor, and having the employee complete a skills inventory.
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Page 10
Chapter 9: Performance Management
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Sample Questions
Q1) The difference between the behaviorally anchored rating scale and the behavioral observation scale is ________ an employee displays certain behaviors on the job.
Q2) The production manager has determined that Darla, an employee who started 11 weeks ago, is having some performance issues related to her lack of knowledge regarding the shipping paperwork that must be completed at the end of each shift. All of the following may be ways to address the problem EXCEPT:
A) have her sit through orientation again regarding that particular process.
B) have her job shadow a coworker to see how the paperwork is completed.
C) set up a time for her to meet with the shipping coordinator to be trained on the paperwork process.
D) have the department director mentor her about the history and purpose shipping process.
E) the production manager could hold a coaching session with her in regard to this task.
Q3) Using things such as customer satisfaction surveys and coworker evaluation forms to gather performance feedback about an employee is known as a ________.
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Chapter 10: Compensating Employees
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Sample Questions
Q1) Merit increases are a temporary increase in an employee's pay as long as they continue to perform at a certain level to deserve the increase.
A)True
B)False
Q2) When evaluating a job it is important to identify what the ________ are, such as working conditions, skills, or creativity.
Q3) When the jobs within an organization valued appropriately relative to each other this is known as:
A) equity theory.
B) internal alignment.
C) job evaluation.
D) external alignment.
E) job ranking.
Q4) When a job is valued appropriately relative to every other job in the same organization in terms of its ability to help the organization achieves its objectives is considered ________.
Q5) Explain the pros and cons of using a merit based compensation system to give employee wage increases.
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Chapter 11: Incentives and Rewards
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Sample Questions
Q1) Giving an employee who is a vegetarian a free turkey during the holidays is an example of an incentive that has no:
A) expectancy.
B) valence.
C) ownership.
D) goal setting.
E) merit.
Q2) It is recommended that company's reward managers for creating and supporting a diverse workforce by including it as a performance criteria when evaluating them.
A)True
B)False
Q3) Gainsharing plans are intended to foster:
A) competency development.
B) higher compensation levels.
C) a participative work environment.
D) a quality focus rather than quantity focus.
E) an enhanced safety awareness by employees.
Q4) What are the three factors that influence employee motivation. Identify and define each and give an example.
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Chapter 12: Employee Benefits and Safety Programs
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Sample Questions
Q1) What is the difference between a traditional health care plan versus a managed care plan. Identify and briefly explain the three different types of managed care plans?
Q2) In order to be eligible for unemployment insurance an individual must do all of the following EXCEPT:
A) register with their state's employment service for reemployment assistance or training program information.
B) decline job offers for 26 weeks in order to remain eligible.
C) file a claim with the appropriate state unemployment insurance agency.
D) follow guidelines such as reporting income and job offers in order to remain eligible for benefits.
E) meet their state's eligibility requirements.
Q3) The ________ was created by the federal government to insure defined benefit plans and provides pensions to employees at a maximum amount per year.
A) ERISA
B) Pension Benefit Guaranty Corporation
C) Pension Protection Act
D) COBRA
E) Older Workers Retirement Protection Act
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Chapter 13: Labor Unions and Employee Management
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Sample Questions
Q1) PQR Manufacturing has a secret ballot election coming up on Friday morning at 9 a.m. Thursday night the management team of PQR holds one final presentation to explain to employees why they should against the union. Based on this information which statement is most accurate?
A) Employees are required to attend this meeting.
B) Union literature can be displayed at the meeting to present the union's view.
C) Employees must attend the meeting during their break time.
D) The employer is not permitted to have this meeting since it is less than 24 hours until the election.
E) Employees must inform the employer as to how they intend to vote.
Q2) Both the labor and management have presented the items they would like to see included or excluded from the contract. A third party has reviewed all of the information and determined what items will be part of the final contract and their decision cannot be altered. This is an example of:
A) mediation.
B) distribution.
C) arbitration.
D) conciliation.
E) integration.
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Page 15
Chapter 14: Creating High Performing Hr Systems
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Sample Questions
Q1) When questioning the strategic value that an employee brings to the organization the main question you must ask is:
A) how much should the employee be paid to ensure you can retain them?
B) do they have the KSAs required to do the job?
C) are their sufficient employees in the work force to fill this position should the individual leave?
D) do their contributions have a direct or indirect impact on the competitive advantage?
E) are they focused on producing a quality product or more focused on the quantity produced?
Q2) HR challenges with which an organization must align its HR practices are all of the following EXCEPT:
A) performance evaluation systems.
B) amendments to employment regulations.
C) the aging work force.
D) increasing use of technology.
E) employee work/life balance issues.
Q3) When evaluating your company's external alignment which two activities must occur. Identify and describe each activity.
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