Introduction to Human Resource Management Practice
Questions
Course Introduction
Introduction to Human Resource Management provides students with a comprehensive overview of the essential functions and practices within the HR field. This course examines the strategic role of human resource management in organizations, covering key topics such as recruitment and selection, employee training and development, performance management, compensation and benefits, legal and ethical considerations, and labor relations. Through case studies and real-world examples, students explore how effective HR management contributes to organizational success, employee engagement, and a positive workplace culture. By the end of the course, students will have a foundational understanding of the skills and knowledge required to manage human resources effectively in todays dynamic business environment.
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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Chapter 1: Managing Human Resources
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Sample Questions
Q1) Briefly describe six competencies required for HR professionals. Answer: Members of an HR department need to be: 1)Credible activists: This means being so well respected in the organization that one can influence the positions taken by managers.2)Cultural steward: This involves understanding the organization's culture and helping to build and strengthen or change that culture by identifying and expressing its values through words and actions.3)Talent manager or organizational designer: The HR manager must know the ways that people join the organization and move to different positions within it.To do this effectively requires knowledge of how the organization is structured and how that structure might be adjusted to help it meet its goals for developing and using employees' talents.4)Strategy architect: This requires awareness of business trends and an understanding of how they might affect the business,as well as opportunities and threats they might present.5)Business allies: HR managers must know how the business makes money,who its customers are,and why customers buy what the company sells.6)Operational executors: At the most basic level,they carry out particular HR functions such as handling the selection,training,or compensation of employees,and communicating through a variety of media.All of the other HR skills require some ability as operational executor,because this is the level at which policies and transactions deliver results by legally,ethically,and efficiently acquiring,developing,motivating,and deploying human resources.
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Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) The management of Durrell Inc.is finding it difficult to "surgically" reduce the workforce by cutting only the workers who are less valuable in their performance.Which of the following is a reason for the difficulty faced by Durrell management?
A) Durrell has to provide unemployment benefits to terminated workers.
B) Durrell has a strong hierarchy.
C) Durrell has good workers who have the ability to find alternative employment.
D) Durrell does not encourage voluntary turnover.
E) Durrell has centralized decision making.
Answer: C
Q2) Most organizations are looking for educational achievements to find employees who can handle a variety of responsibilities,interact with customers,and think creatively.
A)True
B)False
Answer: True
Q3) Knowledge workers in an organization do not work directly with customers.
A)True
B)False
Answer: False
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) Identify the correct statement regarding the Occupational Safety and Health Act (OSHA).
A) In a closing conference, all the findings of the inspection are kept confidential with the concerned officers.
B) OSHA compliance officers do not entertain any kind of input or complaints from employees during the inspection.
C) OSHA compliance officers notify employers a month in advance before the inspection.
D) The OSHA compliance officer will seek a restraining order from the U.S. District Court, even if the inspection reveals that the problem is minor.
E) If an OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.
Answer: E
Q2) The Occupational Safety and Health Act directly regulates employee behavior in work places to ensure safety.
A)True
B)False
Answer: False
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Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Job extension refers to empowering workers by adding more decision-making authority to their jobs.
A)True
B)False
Q2) Briefly describe the Position Analysis Questionnaire (PAQ).What are the advantages and disadvantages of using the PAQ as source of job information?
Q3) One method to simplify a job's mental demands is to limit the amount of memorization required for the job.
A)True
B)False
Q4) Which of the following processes involves analyzing the tasks necessary for the production of a product or service?
A) Ergonomics
B) Work flow design
C) Utilization analysis
D) Industrial engineering
E) Break-even analysis
Q5) Describe some ways in which organizations can simplify the mental demands of a job.
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Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) Berzen Inc.hires John as a supervisor in the company.They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire.In the context of personnel policies,the relationship between the company and John is based on the _____.
A) promote-from-within policy
B) lead-the-market strategy
C) employment-at-will policy
D) nepotistic agreement
E) benevolent agreement
Q2) Britt,a production manager at Frelix Inc.,is expecting a labor shortage for a short period of time.He needs to avoid it with a strategy that can be easily eliminated in the future when there is optimal labor available for work.Which of the following options for avoiding a labor shortage would be the right solution for Britt?
A) Hiring new employees.
B) Employing technological innovation.
C) Using retrained transfers.
D) Hiring temporary employees.
E) Reducing managerial staff.
Q3) Discuss the challenges associated with temporary workers and contract workers.
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Page 7
Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) Alexander was being interviewed for the position of an entry-level financial analyst at a well-known asset management company.Alexander was asked questions about the current state of the U.S.stock market,the current net worth of certain financial firms,and concepts such as IPO,mergers,and leverage from a set of pre-determined questions that the interviewer had prepared.This is an example of a(n)_____.
A) structured interview
B) in-basket interview
C) work-sample interview
D) exit interview
E) nondirective interview
Q2) Which of the following laws restricts an organization from asking indirect questions that gather information about a person's protected status?
A) The Civil Rights Act of 1991
B) The employee benefit laws
C) The equal employment opportunity laws
D) The Age Discrimination in Employment Act
E) The Fair Labor Standards Act of 1938
Q3) Explain the two broad categories of employment tests.
Q4) Describe the steps involved in a selection process.
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Chapter 7: Training Employees
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Sample Questions
Q1) Openze Technology,a firm that manufactures mobile phones,has a three-week training program for all of its new recruits.During the training program,the new employees are constantly encouraged to express their thoughts and ideas.Good ideas are rewarded immediately by the trainers,thereby encouraging active participation.This scenario exemplifies _____.
A) situational constraints
B) employee orientation
C) benchmarking
D) social support
E) experiential programs
Q2) Presentation methods are preferred over hands-on training methods in helping trainees handle interpersonal issues.
A)True
B)False
Q3) Putting together a request for proposal for a training program is a quick process.
A)True
B)False
Q4) In the context of training,what is e-learning?
Q5) What are some of the effective ways of implementing a training program?
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Chapter 8: Developing Employees for Future Success
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Sample Questions
Q1) The primary use of assessment centers is to identify:
A) the employees who have the personality characteristics and skills needed for managerial positions.
B) the strengths and weaknesses of an organization.
C) the decision processes and communication styles that inhibit production.
D) the opportunities and threats to an organization.
E) the factors that inhibit group performance.
Q2) A move to a job with a similar level of responsibility within the same organization is called a(n):
A) externship.
B) promotion.
C) downward move.
D) upward move.
E) lateral move.
Q3) Which of the following is a component of a basic career management system?
A) Sabbatical
B) Goal setting
C) Externship
D) Team building
E) Workplace ethics
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Chapter 9: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Identify the right HRM practice that can assist firms in becoming a high-performance organization.
A) Discipline system is conservative.
B) Organizations avoid monitoring employees' satisfaction.
C) Selection system is job related and legal.
D) Work design encourages rigidity.
E) Technology is used sparingly.
Q2) What is occupational intimacy? Explain.
Q3) The use of HR analytics involves measuring a program's success in terms of whether it:
A) adopted a pro-innovation approach.
B) was perceived as effective by external stakeholders.
C) sustained the status quo.
D) delivered value in an economic sense.
E) enjoyed the support of trade unions.
Q4) List the conditions that contribute to the formation of a high-performance work system.
Q5) Discuss the various outcomes of a high-performance work system.
Q7) Describe an HR dashboard. Page 11
Q6) What is a learning organization? What are its key features?
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Chapter 10: Managing Employees Performance
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Sample Questions
Q1) In the simple ranking method of performance measurement,managers rank employees in their group from the highest performer to the poorest performer.
A)True
B)False
Q2) In the context of validity in performance appraisal,information that is gathered but irrelevant is called _____.
A) feedback
B) knowledge
C) concatenation
D) adjunct
E) contamination
Q3) Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system.
A) Use different performance standards to evaluate different employees.
B) Train managers to use the appraisal process.
C) Discourage employees from discussing their weaknesses.
D) Require that managers give feedback once a year during annual appraisal.
E) Encourage managers to recognize accomplishments that only employees have identified.
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Page 13
Chapter 11: Separating and Retaining Employees
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Sample Questions
Q1) Johanna,a professional counselor,was recently asked to talk to an ex-employee of Highlanders Corp.,a manufacturing company,about his performance issues.Johanna talked to this ex-employee about how his skills set did not allow a good fit in the manufacturing industry.Into which of the following roles does Johanna fit best?
A) CEO of Highlanders Corp.
B) Mediator
C) Arbitrator
D) Outplacement counselor
E) Volunteer at Highlanders Corp.'s employee assistance program
Q2) 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.
Q3) Discuss the principles of justice that are to be followed in a system of disciplining or discharging employees.
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Page 14
Chapter 12: Establishing a Pay Structure
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Sample Questions
Q1) Scorla Automobiles is a manufacturing company based in Nevada.The employees of Scorla are paid the lowest amount under federal or state law,which is stated as an amount of pay per hour.Which of the following laws is the organization abiding by in this scenario?
A) Laws governing equal employment opportunity
B) Fair Labor Standards Act (FLSA) of minimum wage
C) Fair Labor Standards Act (FLSA) of overtime
D) Laws governing prevailing wages
E) Product market laws
Q2) An organization's policies,rather than the wages,salaries,and bonuses that employees earn,determine the job structure and pay levels within that organization.
A)True
B)False
Q3) Pay level is the total amount an employee pays to the organization.
A)True
B)False
Q4) How does equity theory justify the high pay of CEOs?
Q5) What is skill-based pay? What are its advantages and disadvantages?
Q6) What are the limitations of using a job-based pay structure?
Page 15
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Chapter 13: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Which of the following statements is true about standard hour plans?
A) They encourage employees to focus exclusively on customer service.
B) They succeed only for employees who are not motivated by money.
C) They encourage employees to focus mainly on quality.
D) In terms of their pros and cons, they are very different from piecework plans.
E) They encourage employees to work as fast as they can.
Q2) To make the merit increases consistent,administrators of merit pay programs must closely monitor the compa-ratio and the:
A) number of grades in the pay structure.
B) individual's performance ratings.
C) number of new hires in the company.
D) company's stock price in the current financial year.
E) average pay of the area where the organization is based.
Q3) Which of the following is a drawback of a standard hour plan?
A) It does not focus on quality or customer service.
B) It escalates costs for an employer in the long term.
C) It is applicable only in team-based work environments.
D) It helps employees work at a comfortable pace.
E) It does not pay workers extra for work done in less than the standard time.
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Chapter 14: Providing Employee Benefits
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Sample Questions
Q1) Ron,the manager of a shipping company,introduces a set of communications,activities,and facilities designed to change health-related behaviors in ways that reduce health risks and subsequent medical costs.The program aims at specific health risks,such as high blood pressure,high cholesterol levels,smoking,and obesity,He has introduced a(n)_____.
A) employee wellness program
B) health maintenance organization plan
C) preferred provider program
D) managed care program
E) consumer-driven health program
Q2) What are flexible benefit plans? What are their advantages and disadvantages?
Q3) Linda,who is pregnant,works for an organization with more than 100 employees.She lives 20 miles away from work.By federal law,she is entitled to _____ of unpaid leave after her child is born.
A) 12 days
B) 56 days
C) 12 weeks
D) 30 weeks
E) 11 months
Q4) What is the importance of benefits as a part of employee compensation?
Page 17
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Chapter 15: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Jane and Martha work at Anden Inc.Jane claims that forming a union can help enhance workers' bargaining power with management.Martha,however,argues that it is quite challenging to form a union.Which of the following statements strengthens Martha's argument?
A) Unionized employees have low negotiating power with the management.
B) A union needs to convince a majority of workers to have a common goal.
C) Union workers generally have lower productivity than nonunion workers.
D) A union's goals must always contradict the employer's goals.
E) A union must only include members with highly conceptual skills who can easily deal with conflict resolution.
Q2) Which of the following is a union security arrangement that requires a person to pay his or her union dues but is not required to pay for union membership?
A) Agency shop
B) Union shop
C) Closed shop
D) Maintenance of membership
E) Checkoff provision
Q3) How can labor-management relations be made more cooperative?
Q4) Explain the major functions of the National Labor Relations Board.
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Chapter 16: Managing Human Resources Globally
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Sample Questions
Q1) Identify the reasons behind the trend toward expansion into global markets.
Q2) The balance sheet approach for determining expatriate compensation adjusts the manager's compensation so that it gives the manager the same standard of living as in the home country plus extra pay for the inconvenience of locating overseas.
A)True
B)False
Q3) Thomas,a South African,is employed by a pharmaceutical company whose headquarters is in Philadelphia.Thomas operates out of the firm's production facility in Cape Town,South Africa.Thomas is considered to be a(n):
A) parent-country national.
B) third-country national.
C) host-country national.
D) repatriate.
E) expatriate.
Q4) High uncertainty avoidance refers to a strong cultural preference for structured situations.
A)True
B)False
Q5) Describe the five dimensions of culture as identified by Hofstede.
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