Introduction to Human Resource Management
Exam Questions
Course Introduction
Introduction to Human Resource Management provides a comprehensive overview of the fundamental principles and practices involved in managing people within organizations. The course explores key HRM functions including recruitment and selection, training and development, performance management, compensation, employee relations, and legal and ethical issues. Emphasizing the strategic role of HRM, students will examine how effective human resource practices contribute to organizational success, foster positive workplace culture, and support both employer and employee goals. Through case studies, discussions, and practical exercises, learners will develop a foundational understanding of the skills necessary for managing human capital in diverse, dynamic business environments.
Recommended Textbook
Human Resource Management 1st Edition by
Jean M. Phillips
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Page 2
Chapter 1: Strategic Human Resource Management
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Sample Questions
Q1) Strategically managing human resources helps an organization manage which four types of risk?
A) Strategic, operational, functional, and compliance
B) Strategic, optimal, financial, and compliance
C) Situational, operational, financial, and compliance
D) Strategic, operational, financial, and compliance
Answer: D
Q2) The consulting firm Watson Wyatt found that good people practices can increase a company's value by as much as __________ percent.
A) 25
B) 30
C) 20
D) 35
Answer: B
Q3) Mergers and acquisitions often fail because of __________.
A) culture issues
B) financial issues
C) technical issues
D) procedural issues
Answer: A
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Chapter 2: The Role of Human Resource Management in Business
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Q1) What are the phases of a merger or acquisition?
A) Post-combination, combination, and solidification and assessment
B) Recombination, combination, and solidification and assessment
C) Pre-combination, culture, and solidification and assessment
D) Pre-combination, combination, and solidification and assessment
Answer: D
Q2) Which ethical action is consistent with certain ideal virtues including civility,compassion, benevolence,etc.?
A) Utilitarian standard
B) Rights standard
C) Fairness standard
D) Virtue standard
Answer: D
Q3) A(n) __________ culture that stifled innovation and risk taking is thought to have contributed to Nokia's declining market share.
A) entrepreneurial
B) performance
C) bureaucratic
D) competitive
Answer: C
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Chapter 3: Diversity, Equal Employment Opportunity, and
Affirmative Action
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Sample Questions
Q1) Under FMLA,a qualified employee is entitled to__________ of leave after the birth of a child and to care for the newborn child within one year of birth.
A) 12 work weeks
B) 12 work days
C) 10 work days
D) 10 work weeks
Answer: A
Q2) Misrepresenting the job or organization to a recruit is called __________.
A) discriminant recruiting
B) adversarial recruiting
C) fraudulent recruitment
D) controversial recruitment
Answer: C
Q3) What does EEO stand for?
A) Equivalent employment opportunity.
B) Equal employment opportunity.
C) Equal employment operation.
D) Equivalent employment operation.
Answer: B
Page 5
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Chapter 4: Analyzing Work and Human Resource Planning
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Q1) The degree to which the job gives the worker freedom,discretion,and independence in scheduling the work and determining how to do the work is called __________.
A) skill variety
B) task identity
C) task significance
D) autonomy
Q2) Studying how work moves through an organization in order to identify changes to increase efficiency and better meet customers' needs is called __________.
A) workflow
B) workflow analysis
C) business process reengineering
D) workflow process reengineering
Q3) __________ is a more radical rethinking and redesign of business processes to achieve large improvements in speed,service,cost,or quality.
A) Business analysis
B) Workflow analysis
C) Business process reengineering
D) Workflow process reengineering
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6
Chapter 5: Sourcing and Recruiting
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Sample Questions
Q1) _________ are the positive or negative unintended consequences of recruiting activities.
A) Recruiting errors
B) Recruitment referrals
C) Recruitment spillover effects
D) Job search spillover effects
Q2) Sam is sending out resumes and talking to everyone he meets about his job hunting techniques.This is an example of a(n)__________.
A) active job seeker
B) semi-passive job seeker
C) passive job seeker
D) passive-aggressive job seeker
Q3) __________ recruiting metrics include hiring speed,number of applicants,number of hires,and the average cost per hire.
A) Tactical
B) Premeditated
C) Efficiency-oriented
D) Strategic
Q4) Name and explain the three functions served by a realistic job preview.
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Chapter 6: Selection and Hiring
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Sample Questions
Q1) The fit between a person's abilities and the job's demands and the fit between a person's desires and motivations and the job's attributes and rewards is called __________ fit.
A) person-job
B) person-group
C) person-organization
D) person-attitude
Q2) The primary goal of assessment is to identify the people who best meet the organization's staffing goals,which usually include,at a minimum,high job performance and enhanced business strategy execution.
A)True
B)False
Q3) __________ fit is how well an individual's values,attitudes,and personality fit with the organization's values,norms,and culture.
A) Person-job
B) Person-group
C) Person-organization
D) Person-attitude
Q4) What are the four factors that can affect the substance of a job offer?
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Chapter 7: Training and Development
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Q1) __________ training is conducted face-to-face with a trainer instructing an individual or group of learners.
A) Classroom
B) On-the-job
C) Virtual
D) Experiential
Q2) Development focuses on developing competencies that an employee or workgroup is expected to need in the future.
A)True
B)False
Q3) Most companies take the time to evaluate the success of their training efforts formally.
A)True
B)False
Q4) A preference to work with others while learning is called _______ learning.
A) discovery
B) experiential
C) group
D) structured
Q5) Identify and describe three of the five types of training methods.
Page 9
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Chapter 8: Performance Management
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Sample Questions
Q1) What characteristics should a performance management system have to help reduce the risk of lawsuits?
Q2) If performance management is done well throughout the year,the performance appraisal discussion should be a review of feedback that has already occurred and a discussion of future goals and development plans.
A)True
B)False
Q3) Many supervisors are confident that they have spent sufficient time watching their employees' behavior and that their ratings will prove correct if questioned.
A)True
B)False
Q4) When using the __________ method,every employee in a work group is compared to the other group members
A) performance ranking
B) forced ranking
C) paired comparison
D) forced distribution
Q5) What is a stereotype,and how can it affect performance reviews?
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Chapter 9: Base Compensation
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Sample Questions
Q1) __________ includes casual dress codes and flexible work hours.
A) Direct financial compensation
B) Nonfinancial compensation
C) Incentive pay
D) Indirect financial compensation
Q2) __________ equity is evaluated both internally and externally.
A) Compensation
B) Internal
C) Employee
D) External
Q3) Employees exchange their labor for both financial and nonfinancial rewards.
A)True
B)False
Q4) The labor market is all of the potential employees located within a geographic area from which the organization might be able to hire.
A)True
B)False
Q5) There is one main type of compensation.
A)True
B)False
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Chapter 10: Incentives
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Sample Questions
Q1) __________ occurs when an employee receives an undeserved reward.
A) Success rate error
B) Error of commission
C) Error of omission
D) Investment error
Q2) A series of studies indicate that __________ rewards including bonuses,pay increases,and awards are detrimental to innovation.
A) intrinsic
B) extrinsic
C) recognition
D) group
Q3) During difficult economic times,poor __________ distributions can be demotivating.
A) long-term incentive
B) short-term incentive
C) profit sharing
D) stock option
Q4) Skill-based pay rewards employees for the range and depth of their knowledge.
A)True
B)False
Page 12
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Chapter 11: Benefits
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Q1) In 2011,U.S.organizations spent an average of 19 percent of an employee's annual salary on voluntary benefits and 11 percent on leave pay benefits.
A)True
B)False
Q2) Average turnover in the grocery industry is about 2 percent.
A)True
B)False
Q3) The most important benefits objectives in __________are controlling health and welfare benefits costs,increasing employee productivity,and helping employees make better financial decisions.
A) India
B) Mexico
C) Australia
D) the United Kingdom
Q4) SAS's motto is: "Treat employees as if they make a difference to the company and they will."
A)True
B)False
Q5) What is a work-life benefit? Give one example.
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Chapter 12: Creating a Healthy Work Environment
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Sample Questions
Q1) Employee __________ programs refer to any initiative designed to increase company or employee performance or morale through improved employee health.
A) wellness
B) health
C) activity
D) motion
Q2) A __________work environment could mean the difference between an average performer and a superstar.
A) comfortable
B) lenient
C) protected
D) authoritarian
Q3) Between __________ percent of employees report having felt bullied at some point in their working lives.
A) 30 and 53
B) 40 and 60
C) 50 and 70
D) 64 and 82
Q4) What is a wellness program,and how could it be a benefit to employers?
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Chapter 13: Creating Positive Employee-Management Relations
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Sample Questions
Q1) Before the __________,employers could spy on,punish,interrogate,and terminate employment of union members without just cause.
A) National Labor Relations Act of 1935 (Wagner Act)
B) Railway Labor Act
C) National Labor Relations Act of 1947
D) Labor Management Reporting and Disclosure Act of 1959
Q2) Grievance procedures are a(n) __________ bargaining subject.
A) mandatory
B) permissive
C) illegal
D) unethical
Q3) The National Labor Relations Act of 1947 amended the Wagner Act to clarify what are considered unfair labor practices by unions and employees.
A)True
B)False
Q4) The Railway Labor Act governs employment relations for railroads alone.
A)True
B)False
Page 15
Q5) What methods can be used if bargaining negotiations break down?
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Chapter 14: Managing Engagement and Turnover
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Q1) Burnout refers to increased motivation usually as a result of prolonged stress or frustration.
A)True
B)False
Q2) Explain the concept of "employment at will." Is this total protection for employers no matter how they discharge employees?
Q3) A resignation due to family needs,serious illness,or death is an example of __________ turnover.
A) avoidable
B) unavoidable
C) dysfunctional
D) optimal
Q4) __________ is the emotional effects of a downsizing on surviving employees both during and after a downsizing.
A) Post-traumatic stress syndrome
B) Survivor syndrome
C) Left behind syndrome
D) Separation syndrome
Q5) What is burnout,and how can it be prevented?
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