Human Resource Management Practice Exam
Course Introduction
Human Resource Management provides an in-depth exploration of the essential principles and practices involved in managing an organizations most valuable asset its people. The course covers key topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal and ethical considerations in the workplace. By examining real-world scenarios and case studies, students gain practical skills in strategic planning, conflict resolution, and fostering an inclusive workplace culture. Through this comprehensive approach, the course prepares students to address contemporary challenges in HR and to contribute effectively to organizational success.
Recommended Textbook
Human Resource Management 12th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) ________ refers to an integrated set of human resource management policies and practices that together result in superior employee performance.
A) Benchmarking
B) Strategic planning
C) Strategic human resource management
D) High-performance work system
E) Human resource scorecard approach
Answer: D
Q2) Economic challenges faced on a national and a global level in recent years have affected human resource management at most firms.
A)True
B)False
Answer: True
Q3) Transactional HR groups focus on assisting top management in big picture issues such as developing a firm's long-term strategic plan.
A)True
B)False
Answer: False
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Chapter 2: Equal Opportunity and the Law
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Q1) The 13th Amendment to the U.S.Constitution addresses the subject of ________.
A) due process
B) slavery
C) private property
D) trial by jury
E) women's rights
Answer: B
Q2) The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.
A)True
B)False
Answer: True
Q3) Defining the relevant labor market is a crucial step in using population comparisons to show adverse impact.
A)True
B)False Answer: True
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Page 4
Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) SMART goals set by managers are ________.
A) specific, measurable, aggressive, required, and tested
B) short-term, motivational, attainable, relevant, and total
C) standardized, manageable, accurate, restrictive, and tested
D) short-term, measurable, aggressive, risky, and timely
E) specific, measurable, attainable, relevant, and timely
Answer: E
Q2) Which of the following is used to manage employee performance and to align all employees with the key objectives a firm needs to achieve its strategic goals?
A) functional planning system
B) HR Scorecard
C) annual HR benchmarks
D) high performance work system
E) MBO format
Answer: B
Q3) There are seven steps in the strategic management process.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis
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Q1) Job analysis plays a significant role at the Daimler plant in Alabama where employees are organized into work teams and job descriptions are written in broad terms.
A)True
B)False
Q2) According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.
A) thoroughness
B) attendance
C) experience
D) schedule flexibility
E) industriousness
Q3) Competency-based job analysis focuses on the knowledge,skills,and behavior of a worker rather than the tasks associated with a particular job.
A)True
B)False
Q4) In a brief essay,compare and contrast job descriptions and job specifications.
Q5) How does the ADA affect hiring practices? How does an HR manager determine whether or not a job description complies with the ADA?
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Chapter 5: Personnel Planning and Recruiting
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Q1) Which of the following best explains why firms are using temporary workers more frequently?
A) low cost when hired through agencies
B) workers' desires for flexible schedules
C) high cost of workers' compensation insurance
D) need of businesses to increase productivity
E) desire of businesses to avoid paying overtime
Q2) Jessica Garza is a manager at a large retail store.Currently,Jessica has four temporary workers under her supervision that a local staffing agency has provided.In which of the following tasks should Jessica become directly involved?
A) negotiating the pay rate of a temporary worker
B) discussing job opportunities with a temporary worker
C) discussing harassment issues with a temporary worker
D) answering task-related questions posed by a temporary worker
E) terminating a temporary worker directly
Q3) What tools are available for projecting personnel needs? How does a recruiting yield pyramid function as a tool in the recruiting process? Provide your answer in a brief essay.
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Chapter 6: Employee Testing and Selection
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Q1) Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?
A) reliability
B) relevancy
C) validity
D) expectancy
E) consistency
Q2) Recent studies have indicated that employers are biased towards working mothers.
A)True
B)False
Q3) Various federal and state laws govern how employers acquire and use applicants' and employees' background information.What four steps are necessary in order for an employer to be in compliance with these laws?
Q4) A test battery is based on a combination of several tests that can then measure an array of predictors.
A)True
B)False
Q5) What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?
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Chapter 7: Interviewing Candidates
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Q1) Which of the following is recommended advice for conducting an effective interview?
A) ask questions that can be answered yes or no
B) telegraph the desired answer to the candidate
C) allow the candidate to control the interview
D) ask the candidate for specific examples
E) ask the candidate about work-related injuries
Q2) Ellen is interviewing along with several other talented candidates for a position as a journalist at a newspaper.A team of interviewers will meet with all the candidates at once.The team will pose problems to the candidates and see which candidate takes the lead in formulating an answer.This is most likely an example of a ________ interview.
A) serial
B) sequential
C) board
D) mass
E) panel
Q3) The interview is the most widely used personnel selection procedure.
A)True
B)False
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9
Chapter 8: Training and Developing Employees
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Q1) Eric is in a group with five other management trainees at Coca-Cola.Eric's group is competing against other management trainees at the firm in a simulated marketplace.Each group must decide how much to spend on advertising and how many products to manufacture over the next three years.In which of the following activities is Eric most likely participating?
A) on-demand learning
B) vestibule training
C) apprenticeship training
D) management games
E) behavior modeling
Q2) Which of the following terms refers to formal methods for testing the effectiveness of a training program?
A) electronic performance monitoring
B) factor comparison method
C) controlled experimentation
D) performance management
E) scientific management
Q3) What are the advantages and disadvantages of audiovisual-based training? Under what circumstances is audiovisual-based training especially effective?
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Page 10
Chapter 9: Performance Management and Appraisal
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Q1) Why is it important for a manager to appraise a subordinate's performance? How can a manager handle a subordinate who is defensive when told that his or her performance is poor?
Q2) Stephanie manages the accounting department at an advertising agency.She needs to conduct performance appraisals for the eight employees in her department.Stephanie wants a performance appraisal tool that is highly accurate,ranks employees,and uses critical incidents to help explain ratings to appraisees.Which performance appraisal tool is best suited for Stephanie?
A) graphic rating scale
B) alternation ranking method
C) forced distribution method
D) critical incident method
E) behaviorally anchored rating scale
Q3) The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.
A)True
B)False
Q4) In a brief essay,describe the three steps in the performance appraisal process.
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) Which of the following terms refers to having employees temporarily work in different jobs so that they develop a better appreciation of their occupational strengths and weaknesses?
A) job sharing
B) career cycle
C) role reversal
D) job enrichment
E) job enlargement
Q2) What is the most important tool an employer can use to support employees' career development needs?
A) employee orientation
B) performance appraisal
C) interest inventory
D) human resource metric
E) graphic-rating scale
Q3) Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.
A)True
B)False
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Page 12
Chapter 11: Establishing Strategic Pay Plans
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Q1) The Equal Pay Act states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work.
A)True
B)False
Q2) According to the Fair Labor Standards Act,if a worker covered by the act works more than 40 hours,he or she will receive overtime pay at a rate of ________ of normal pay for any hours worked over 40 in a workweek.
A) 50%
B) 100%
C) 125%
D) 150%
E) 200%
Q3) The typical penalty for an employer that misclassifies an employee as an independent contractor is a fine of up to $5,000.
A)True
B)False
Q4) What are the five main elements of a competency-based pay plan?
Q5) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) Which profit-sharing plan provides tax advantages for employees by postponing income taxes,often until the employee retires?
A) cash plan
B) Lincoln incentive system
C) Jefferson incentive system
D) deferred profit-sharing plan
E) employee stock ownership plan
Q2) If an employee earns an incentive in the form of a prize or cash award,the value of the award is not included when calculating the employee's overtime pay.
A)True
B)False
Q3) Frederick Taylor referred to the tendency of employees to work at the slowest pace possible and to produce at the minimum acceptable level as ________.
A) social loafing
B) systematic soldiering
C) human nature
D) group shift
E) group norms
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14
Chapter 13: Benefits and Services
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Q1) What was the result of the American Recovery and Reinvestment Act of 2009?
A) Unemployed citizens received COBRA coverage for free.
B) Employers were no longer required to pay COBRA premiums.
C) Employers were required to pay 65% of the COBRA premium.
D) COBRA coverage was extended to employees dismissed for misconduct.
E) COBRA coverage added dental and vision coverage to the health benefits.
Q2) Which of the following refers to a plan in which employees contribute a portion of their earnings to a fund and the employer typically matches the contribution in whole or part?
A) flexible benefits plan
B) group investment plan
C) savings and thrift plan
D) deferred profit-sharing plan
E) employee stock ownership plan
Q3) What are vested funds? What is the difference between cliff vesting and graded vesting?
Q4) What policy issues must employers address when developing benefit plans? What federal laws influence employers' pension and health plans?
Q5) What are the three types of benefits provided by Social Security?
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Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) Which of the following requires that employers of 100 or more employees provide 60 days' notice before starting a layoff of 50 or more people?
A) COBRA
B) ERISA
C) Layoff Protection Act
D) Electronic Communications Privacy Act
E) Worker Adjustment and Retraining Notification Act
Q2) Which of the following is a normative statement?
A) "Sam is wearing a business suit for today's meeting."
B) "Our company offers health insurance for employees and their families."
C) "The benefits offered by the company are exceptional compared to competing companies."
D) "The company's revenue in 2003 was approximately $1.2 billion."
E) "Employees are eligible to receive benefits after a 60 day period."
Q3) Although clarifying performance standards for employees makes them feel like performance appraisals are fair,involving employees in decision-making has no impact on perceived fairness.
A)True
B)False
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Which type of union security was outlawed in 1947?
A) agency shop
B) closed shop
C) union shop
D) preferential shop
E) maintenance of membership
Q2) In a brief essay,discuss some of the reasons for declining union membership.Do you think this is good or bad for the U.S.economy and U.S.businesses? Why?
Q3) Which form of union security requires employees who do not belong to the union to pay union dues on the assumption that the union's efforts benefit all workers?
A) closed shop
B) union shop
C) agency shop
D) open shop
E) maintenance of agreement
Q4) What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
Q5) What is union security? Explain the five types of union security.
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Chapter 16: Employee Safety and Health
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Q1) Which of the following is one of the earliest indicators of an employee's possible alcoholism?
A) violent outbursts
B) mood swings
C) forgetfulness
D) missed deadlines
E) personal neglect
Q2) The security guards and tellers at National Bank receive extensive training on how to handle medical emergencies,angry customers,and suspicious packages.Which of the following security programs is most likely being used at National Bank?
A) mechanical security
B) group security
C) organizational security
D) risk-based security
E) natural security
Q3) An employer can ask applicants whether they have disabilities,but an employer cannot ask applicants if they have the ability to perform a job.
A)True
B)False
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Page 18
Chapter 17: Managing Global Human Resources
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Q1) More than 85% of North American companies use the balance sheet approach to formulate expatriate pay.
A)True
B)False
Q2) Which of the following is the primary disadvantage of using expatriates to fill foreign subsidiary management positions?
A) high costs associated with relocation
B) time and effort required for training
C) inability to create short-term results
D) cultural difficulties
E) security concerns
Q3) Most North American companies use the ________ approach to formulating expatriate pay.
A) balance sheet
B) equitable wage rate
C) performance
D) host country
E) total package
Q4) In a brief essay,discuss the economic and labor relations factors that are unique to Europe.
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following questions is LEAST relevant to David's decision regarding whether or not to hire Assure?
A) Will employee benefits be fully insured or partially self-funded by Assure?
B) What credit and professional references of Assure are available?
C) What HR and legal expertise is available from the Assure staff?
D) What is the process that Assure uses to handle HR-related legal issues?
E) How does Assure effectively communicate HR needs with its employees?
Q2) All of the following are reasons that firms install human resource information systems EXCEPT ________.
A) worker performance monitoring
B) online self-processing
C) transaction processing
D) system integration
E) reporting capabilities
Q3) PEOs enable small businesses to attain insurance and other benefits at lower costs because the PEO absorbs the small company's employees into a larger insurable group.
A)True
B)False
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