Human Resource Management
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Course Introduction
Human Resource Management is a comprehensive course that explores the strategies, policies, and practices vital to managing people within organizations. Students will examine key functions such as recruitment and selection, training and development, performance management, compensation, and labor relations. Emphasis is placed on understanding the role of HR in fostering organizational effectiveness, legal compliance, ethical considerations, and adapting to a dynamic global workforce. Through case studies and practical applications, the course equips students with the skills needed to address contemporary HR challenges and to support the achievement of organizational goals.
Recommended Textbook
Fundamentals of Human Resource Management 6th Edition by Raymond Noe
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16 Chapters
1829 Verified Questions
1829 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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116 Verified Questions
116 Flashcards
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Sample Questions
Q1) Ellie is a human resource (HR)manager at Harris Corp.She has the greatest impact on the firm's success.She is highly admired and respected by others in the organization because she is extremely reliable.This scenario indicates that Ellie is a _____.
A) cultural and change steward
B) credible activist
C) strategic architect
D) business ally
E) strategic partner
Answer: B
Q2) An organization's ability to profit without depleting its resources,including employees,natural resources,and the support of the surrounding community is called
A) adjustability
B) absorbability
C) substitutability
D) sustainability
E) credibility
Answer: D
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Page 3
Chapter 2: Trends in Human Resource Management
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124 Flashcards
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Sample Questions
Q1) When forming Citigroup,Citicorp combined its banking business with Traveler's Group's insurance business.This is an example of a merger.
A)True
B)False
Answer: True
Q2) Iris Corp.manufactures products by following traditional methods,and managers make decisions without obtaining input from their subordinates.Recently the firm has been receiving complaints from its customers regarding the quality of its products.Which of the following would help the firm avoid these complaints in the future?
A) Iris should not engage in risk taking.
B) Iris should not involve subordinates when solving problems.
C) Iris should create an atmosphere that promotes innovation.
D) Iris should focus less on creativity.
E) Iris should provide quality training only to those in top management.
Answer: C
Q3) Knowledge workers in an organization do not work directly with customers. A)True
B)False
Answer: False
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Page 4
Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Under the Equal Pay Act of 1963,pay differences are permitted between men and women performing the same job if the difference arises from any factor other than sex.
A)True
B)False
Answer: True
Q2) After a large fire at Rowen Mills Inc.,the Occupational Safety and Health Administration (OSHA)sent inspectors to the facility to investigate the incident.The group began its inspection by talking to all the employees involved in the recent fire and asked them what had caused the accident.Once all employees gave their views individually,they were asked to discuss among themselves the single systemic failure that caused the fire.Which of the following methods is being used by OSHA to study the recent fire at Rowen Mills?
A) Operations cycle review
B) Standard protocol review
C) Technic of operations review
D) Job hazard analysis technique
E) Utilization analysis
Answer: C
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Chapter 4: Analyzing Work and Designing Jobs
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) The difference between job specifications and job descriptions is that job specifications primarily describe the:
A) list of the tasks and responsibilities that the job entails.
B) observable actions that comprise the various job demands.
C) steps involved in getting detailed information about a job.
D) details of payment associated with the tasks involved.
E) qualities a person performing the job must possess.
Q2) ALTS Infosystems is a software consulting firm based in Redmond.The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviors,work conditions,and job characteristics that apply to a wide variety of jobs.In this scenario,ALTS Infosystems is using _____.
A) a utilization analysis
B) the Fleishman Job Analysis System
C) a work flow design
D) a conjoint analysis
E) the Position Analysis Questionnaire
Q3) Describe some ways in which organizations can simplify the mental demands of a job.
Q4) Discuss the steps in a work flow analysis.
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Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) Errol,a manager at a large toy store,is expecting increased sales during the holiday season.He knows that he will experience a labor shortage during this time.Which of the following options is most suitable for Errol's situation to avoid a labor shortage?
A) Errol must hire new employees because he will most likely need additional workers after the holiday season to deal with the increased sales trend.
B) Errol must consider increasing workers' pay during the holiday season so that his employees work harder to achieve sales targets.
C) Errol must keep his store closed during non-peak hours to compensate for labor shortages. This will ensure his employees work harder during peak hours.
D) Errol must hire temporary employees because he can let them go once the holiday season is over.
E) Errol must consider increasing the prices of toys so that he can make higher profits with fewer sales, thereby reducing the number of customers and consequently solving the labor shortage issue.
Q2) What is the primary reason organizations choose to downsize? How do they meet this objective?
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Chapter 6: Selecting Employees and Placing Them in Jobs
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) Which of the following is NOT a rule for drug testing?
A) Drug testing should be administered systematically to all applicants who have applied for the same job.
B) Drug test reports should not be sent to applicants.
C) Drug testing should be conducted for employees working in jobs that involve safety hazards.
D) Drug testing should not be conducted in an intrusive environment.
E) Drug-testing programs should allow for strict confidentiality of results.
Q2) A typing test for an administrative assistant's job is an example of a(n)_____ test.
A) job performance
B) cognitive ability
C) physical ability
D) personality inventories
E) emotional intelligence
Q3) Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.
A)True
B)False
Q4) Describe the steps involved in a selection process.
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Chapter 7: Training Employees
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132 Flashcards
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Sample Questions
Q1) A risk of diversity training programs is that they may alienate minorities.
A)True
B)False
Q2) Keith and his team,employees of an online retailing company,are being trained on cyber surveillance and user security.As part of their training,they are working to identify a solution to the problem of cyber-phishing and data breaches.Which of the following forms of group-building methods is being employed by Keith's team?
A) Cross-learning
B) Action learning
C) Adventure learning
D) Virtual reality
E) Behavior modeling
Q3) Which of the following is the most accurate way to evaluate a training program?
A) Using only a pretest
B) Conducting pretests and then training only part of the employees
C) Conducting pretests and posttests on all trainees
D) Using only a posttest
E) Checking trainees' performance, knowledge, and attitudes only after training
Q4) Discuss the different approaches to diversity training.
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Chapter 8: Developing Employees for Future Success
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133 Verified Questions
133 Flashcards
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Sample Questions
Q1) In _____,a participant takes the part of a manager or employee in a situation involving the skills to be assessed.
A) personality tests
B) group discussions
C) interview sessions
D) role plays
E) leaderless group discussions
Q2) According to the Myers-Briggs Type Indicator,what is true of individuals with a Sensing (S)preference?
A) They enjoy surprises.
B) They tend to rush into decision making.
C) They tend to focus less on facts and more on possibilities and relationships among them.
D) They focus on interpersonal relationships.
E) They tend to gather the facts and details to prepare for a decision.
Q3) Discuss the relationship between training,development,and careers.
Q4) What are the four steps of a basic career management system?
Q5) Assessment centers are primarily used to identify employees' technical skills.
A)True
B)False
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Chapter 9: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Which of the following is a vital tool in making confidential HR-related information widely accessible to authorized users within an organization?
A) A decision support system
B) An expert system
C) An intranet
D) A transactional processing system
E) A judge-advisor system
Q2) Winston Memorial Hospital has a well-disciplined and focused staff.Doctors and other health care professionals are taught to follow the organization's policies and guidelines and strictly conduct themselves and their jobs in a manner that reflects the hospital's goals.These policies have helped the hospital gain recognition as one of the best hospitals in the region.This is an example of _____.
A) resource management
B) performance management
C) recruitment and selection
D) training and feedback
E) job design and job maintenance
Q3) What is occupational intimacy? Explain.
Q4) What is an HRM audit?
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Chapter 10: Managing Employees Performance
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Sample Questions
Q1) The requirements for job success are clearly communicated to employees to protect against lawsuits.
A)True
B)False
Q2) Which of the following is an advantage of using the results-oriented performance measurement?
A) They are very effective in providing guidance on how to improve.
B) They are relatively easy to link to the organization's goals.
C) They are generally more subjective than other kinds of performance measurement.
D) They are highly acceptable to employees, but not to managers.
E) They tend to be highly valid.
Q3) Which of the following is the first step in performance management process?
A) Evaluating performance
B) Developing employee goals, behavior, and actions to achieve outcomes
C) Providing consequences for performance results
D) Defining performance outcomes for company division and department
E) Identifying improvements needed
Q4) Distinguish between behavioral observation scales (BOS)and behaviorally anchored rating scales (BARS).
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Chapter 11: Separating and Retaining Employees
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Sample Questions
Q1) Jarvis,a manager at Livingston Corp.,believes that he can fire Yolanda,his subordinate,at any time he wishes to do so.Which of the following,if true,would help strengthen Jarvis' belief?
A) Yolanda has not submitted her required paperwork as part of her job offer.
B) Jarvis has not provided Yolanda with an offer letter.
C) Yolanda is an underperformer and fails to arrive at work on time.
D) Yolanda does not have a specific employment contract with the company.
E) Yolanda has not received a letter of employment from the company.
Q2) The systems of explanation of decision,respectful treatment,consideration,and empathy are features of _____.
A) retributive justice
B) interactional justice
C) distributive justice
D) benchmarking
E) outcome fairness
Q3) Job withdrawal is a set of behaviors that discontent individuals display to avoid the work situation physically,mentally,or emotionally.
A)True
B)False
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Page 13
Chapter 12: Establishing a Pay Structure
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Sample Questions
Q1) Capnos Inc.,an insurance company incurred losses of about $100 million.To analyze its losses and to overcome them,the company began comparing its own practices against those of its successful competitors.In this scenario,which of the following procedures is adopted by Capnos?
A) Benchmarking
B) Job evaluation
C) Regression analysis
D) Delayering
E) Pay structuring
Q2) What is skill-based pay? What are its advantages and disadvantages?
Q3) Organizations use pay surveys to benchmark compensation.
A)True
B)False
Q4) What is benchmarking?
Q5) How do organizations compare actual pay to pay structure?
Q6) The laws governing Equal Employment Opportunity guarantee equal pay for all employees of an organization.
A)True
B)False
Q7) How do employees judge the fairness of a pay structure?
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Chapter 13: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Kelltech Inc.is a sales and marketing company based in Baltimore.It wants to combine the advantages of different incentive-pay plans and help employees understand the organization's goals.Which of the following will help the company accomplish this goal?
A) A Scanlon plan
B) A balanced scorecard
C) A dashboard
D) An employee stock ownership plan
E) A differential piece rate system
Q2) Brendan,the HR manager at Baretta & Co.,is trying to implement an effective group incentive plan which measures increases in productivity and effectiveness and distributes a portion of its earnings to all employees.In this case,Brendan should apply the incentive scheme of _____.
A) piecework rate
B) gainsharing
C) sales commission
D) merit pay
E) ESOPs
Q3) What is balanced scorecard? What is its purpose? What are the advantages of using a balanced scorecard?
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Chapter 14: Providing Employee Benefits
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100 Flashcards
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Sample Questions
Q1) Benefits provided to domestic partners of employees have the same tax advantages as benefits provided to their spouses.
A)True
B)False
Q2) In which of the following situations will workers become eligible for unemployment benefits?
A) When they have worked only for a few days
B) When they are out of work because they are sick
C) When they are discharged because of willful misconduct
D) When they are actively seeking work
E) When they are out of work because of a labor dispute
Q3) Discuss several strategies the HR department might use to communicate the type and value of employee benefits.
Q4) Discuss the Family and Medical Leave Act (FMLA)of 1993,including its eligibility requirements,scope of coverage,and effectiveness.
Q5) A defined contribution plan guarantees a specified or fixed level of retirement income.
A)True B)False
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Chapter 15: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Explain the reason for the decline in union membership in the United States.
Q2) The _____ is a neutral third party on which common alternatives to strike depends on.
A) National Labor Relations Board
B) Federal Mediation and Conciliation Service
C) Federal Labor Relations Board
D) Federal Arbitration and Consulting Service
E) National Mediation and Arbitration Commission
Q3) Identify the right of employees that is covered under the Taft-Hartley Act.
A) The right to nominate candidates for union office
B) The right to participate in union meetings and secret-ballot elections
C) The right to choose whether they join a union or other group
D) The right to examine unions' financial records
E) The right to physically block nonstriking employees from entering the workplace
Q4) What is the difference between craft unions and industrial unions?
Q5) In their labor relations,managers prefer to increase wages and benefits and to give maximum control to workers over work rules and schedules.
A)True
B)False
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Chapter 16: Managing Human Resources Globally
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Sample Questions
Q1) A company with _____ level participation is likely to have a single office,the headquarters,in the parent country.
A) international
B) multinational
C) global
D) domestic
E) transnational
Q2) While international companies go overseas on a broader scale,multinational companies build one or a few facilities in another country.
A)True
B)False
Q3) Which of the following is a feature of individualistic cultures?
A) It has flatter pay structures.
B) It exhibits greater differences between the highest and lowest pay in the organization.
C) It emphasizes on organizational rather than individual performance.
D) It involves collective decision making.
E) It has compensation systems based on fixed pay according to seniority.
Q4) Describe the impact that economic systems have on HRM in international markets.
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Page 18