Introduction to Human Resource Management Review
Questions
Course Introduction
Introduction to Human Resource Management provides students with a foundational understanding of the principles, policies, and practices involved in managing people within organizations. 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. Emphasizing both strategic and operational aspects, students will explore how effective human resource management contributes to organizational success and employee well-being. Through case studies, discussions, and practical exercises, learners will gain insights into the challenges and opportunities faced by HR professionals in todays dynamic business environment.
Recommended Textbook Fundamentals of Human Resource Management 6th Edition by Raymond Noe
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1829 Verified Questions
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Chapter 1: Managing Human Resources
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Sample Questions
Q1) Joanna,a local farmer,is affected by the operations of Wooster Inc.because she buys the products manufactured by the company.This indicates that Joanna is a _____.
A) stakeholder
B) change steward
C) strategic architect
D) business ally
E) strategic partner
Answer: A
Q2) Which of the following statements is true about the HR profession?
A) A degree in law is the sole requirement for those who wish to choose HRM as a profession.
B) All HRM professionals have a postgraduate degree.
C) Professional certification in HRM continues to be the most common feature of a majority of professionals in the field.
D) Usually, HR generalists get paid substantially more than HR specialists.
E) HR generalists usually perform the full range of HRM activities.
Answer: E
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Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) Identify the correct statement regarding skilled knowledge workers.
A) They do not have considerable autonomy to make decisions.
B) They are most likely to experience a lack of opportunities in a slow economy.
C) They are not easily replaced because they own the knowledge that the company requires to produce its products.
D) They are not expected to be technically efficient and are only involved in direct interactions with customers.
E) They do not have a lot of job opportunities because employers can simply order these employees to perform tasks.
Answer: C
Q2) Lewis Corp.,an automobile manufacturer,purchases Vision Inc.,a company that produces auto parts and accessories.This scenario exemplifies a(n)_____.
A) consolidation
B) partnership
C) acquisition
D) joint venture
E) strategic alliance
Answer: C
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) Executive Order 11478 requires the federal government to base all its employment policies on national origin.
A)True
B)False
Answer: False
Q2) Under the Uniformed Services Employment and Reemployment Rights Act of 1994,employers must reemploy workers who left jobs to fulfill military duties for up to _____ years.
A) five
B) eight
C) six
D) seven
E) nine
Answer: A
Q3) According to the Occupational Safety and Health Act (OSH Act),employers have the right to withhold an employee's access to records regarding exposure.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Steve contends that a manager conducting a job analysis is required not only to define jobs when they are created but also to detect changes in jobs.What is the validity of Steve's argument?
A) Errors in job analysis have multiple sources but most result from outdated job descriptions.
B) Today's workplace is more or less inflexible and is not constantly subject to change.
C) People imagine jobs to be unstable, whereas jobs actually do not change or evolve over time.
D) Changes in jobs occur only when there is a change in the descriptions of jobs.
E) Steve's argument is incorrect because new jobs do not have job descriptions.
Q2) Through the process of work flow design,managers analyze the tasks needed to produce a product or service.
A)True
B)False
Q3) Contrast and compare knowledge,skills,abilities,and other characteristics (KSOAs)and tasks,duties,and responsibilities (TDRs)as they relate to different processes of job analysis.
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Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) Identify the benefit of relying on internal recruitment sources.
A) They are likely to promote diversity in terms of race and sex.
B) They minimize the impact of political considerations in the hiring decision.
C) They are generally cheaper and faster than other means.
D) They expose an organization to new ideas or new ways of doing business.
E) They are well suited to recruit people for specialized upper-level positions.
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 how employers can overcome the challenges of outsourcing.
Q4) What is the second step in human resource planning? Explain the significance of this step.
Q5) Discuss the challenges associated with temporary workers and contract workers.
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) During an interview for a sales position at Lock-Spark Inc.,all job candidates are asked about what they would do to regain business with a client whose products were damaged during a business transaction with Lock-Spark.This is an example of a(n)_____ interview.
A) behavior description
B) situational
C) computerized
D) exit
E) in-basket
Q2) A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.
A) paper-and-pencil honesty test
B) in-basket test
C) cognitive ability test
D) exit test
E) work sample test
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) Which of the following best describes a learning management system?
A) A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization
B) The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary
C) A software application that automates the administration, development, and delivery of training programs
D) A process for determining the appropriateness of training by evaluating the characteristics of the organization
E) The process of determining individuals' needs and readiness for training
Q2) Organizations provide orientation to their new employees because:
A) it is a legal requirement for all new employees.
B) it relieves the shock and surprise experienced when starting a new job.
C) a new employees does not perform sufficient research on the employer before joining.
D) a realistic job profile is provided during recruitment.
E) it is less cost effective than organizational analysis.
Q3) In the context of training,what is e-learning?
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Chapter 8: Developing Employees for Future Success
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Sample Questions
Q1) The Myers-Briggs Type Indicator (MBTI)identifies individuals' preferences for source of energy,means of information gathering,way of decision making,and _____.
A) succession planning
B) self-assessment
C) lifestyle
D) value system
E) goal setting
Q2) A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university.At the end of the course,the employees are able to perform better in the organization.Which of the following methods of employee development has the firm used?
A) Externship
B) Formal education
C) Assessment
D) Interpersonal relationships
E) Personality test
Q3) What is the function of the Myers-Briggs Type Indicator (MBTI)? What are the different areas of preferences described by the MBTI?
Q4) What is 360-degree feedback? What are its advantages and disadvantages?
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Chapter 9: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?
A) High employee turnover
B) Critical, systematic thinking
C) Disruptive, intermittent learning
D) Organizational change
E) Organizational anarchy
Q2) Which of the following statements is true about task design?
A) It determines what type of information to gather to reduce errors in planning.
B) It empowers people to perform better and create goals that match an organization's goals.
C) It allows the recruitment of prospective candidates to occur in an easier manner.
D) It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met.
E) It involves the clustering of details pertaining to an organization's required activities.
Q3) How can HR departments improve their performance?
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Page 11
Chapter 10: Managing Employees Performance
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Sample Questions
Q1) The _____ method of performance measurement uses several statements describing each trait to produce a final score for that trait.
A) behaviorally anchored rating scale
B) mixed-standard scale
C) behavioral observation scale
D) graphic rating scale
E) behavior-response scale
Q2) In a performance appraisal,the term validity refers to whether the appraisal measures all aspects of performance,both relevant and irrelevant.
A)True
B)False
Q3) Self-appraisals are appropriate as the basis for administrative decisions.
A)True
B)False
Q4) Peer reviews are an excellent source of information about performance in a job where the supervisor does not often observe the employee.
A)True
B)False
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Page 12
Chapter 11: Separating and Retaining Employees
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Sample Questions
Q1) _____ is a process for resolving disagreements by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.
A) Outplacement counseling
B) Mediation
C) Carve-out
D) Arbitration
E) Peer review
Q2) If employers covered by the _____ do not notify the employees (and their union,if applicable)of layoffs,they may have to offer back pay and fringe benefits and pay penalties as well.
A) Davis-Bacon Act
B) Workers' Adjustment Retraining and Notification Act
C) Right-to-Work Act
D) Employee Free Choice Act
E) Fair Labor Standards Act
Q3) Explain alternative dispute resolution systems and the stages that generally constitute this system.Justify its increase in use.
Q4) What is job satisfaction? Describe the components of job satisfaction.
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Chapter 12: Establishing a Pay Structure
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Sample Questions
Q1) Under the FLSA,exempt status of employees depends on their:
A) job responsibilities and salary.
B) organizational commitment.
C) job title.
D) work experience.
E) job qualifications.
Q2) The upper limit that product markets place on the pay offered by an organization is significant when the organization's total costs are mainly comprised of labor costs and when price is a significant factor for the organization's consumers.
A)True
B)False
Q3) Discuss the three major provisions of the Fair Labor Standards Act (FLSA).
Q4) What is a pay policy line? What is its relevance?
Q5) According to equity theory,employees evaluate job outcomes such as compensation in terms of outputs.
A)True
B)False
Q6) What is benchmarking?
Q7) Define job structure,pay level,and pay structure.
Page 14
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Chapter 13: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) What are the advantages and disadvantages of a merit pay system?
Q2) Which of the following is an advantage of using balanced scorecard?
A) It eliminates the need to communicate the details of the plan to the employees.
B) It eliminates managerial effort when providing incentives to employees.
C) It increases the pay for all employees in the organization regardless of their performances.
D) It reduces employee stress because it does not focus on financial targets.
E) It helps employees understand the organization's goals.
Q3) An employee stock ownership plan is an arrangement in which the organization distributes shares of stock to all its employees by placing it in a trust.
A)True
B)False
Q4) A merit pay incentive system is used to attract employees who are more team-oriented.
A)True B)False
Q5) What are the different types of piecework rates? Explain each of them.
Q6) What are the implications of designing pay for organizational performance?
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Chapter 14: Providing Employee Benefits
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Sample Questions
Q1) Which of the following is true about disability insurance?
A) It benefits the disabled employee only for the first year of disability.
B) Payments under short-term plans are lesser than that of long-term plans.
C) It pays about 50% to 70% percentage of the employee's salary in case of disability.
D) Most employers offer long-term disability plans.
E) It offers coverage when the employee's dependent is disabled.
Q2) Which of the following is a similarity between unemployment insurance benefits and workers' compensation benefits?
A) Both the programs are funded by the federal taxes on employees.
B) Both the programs' costs depend on the organization's experience ratings.
C) Both the programs have the same funding costs across the states.
D) Both the programs replace the same percentage of an individual's previous earnings.
E) Both the programs provide the same amount of compensation to the employees.
Q3) Employees and job applicants often have a poor idea of what benefits they have and what the market value of their benefits is.
A)True
B)False
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Page 16
Chapter 15: Collective Bargaining and Labor Relations
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Sample Questions
Q1) The employees of Fanzi Textiles Inc.are concerned about company management overlooking their interests.They decide to form a union to voice their concerns and speak up for their rights.They elect Ronny to represent them during negotiations.Ronny's new role requires him to ensure that the terms of the labor contract are enforced and that the interests of the union are met.In this context,Ronny most likely holds the position of
A) business representative
B) chief executive officer
C) stakeholder
D) union trustee
E) union steward
Q2) Enforcement of the National Labor Relations Act rests with the Federal Mediation and Conciliation Service.
A)True
B)False
Q3) Courts generally avoid reviewing arbitrators' decisions and focus only on whether the grievance involved an issue that is subject to arbitration under the contract.
A)True
B)False
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Page 17
Chapter 16: Managing Human Resources Globally
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Sample Questions
Q1) Peter,a British citizen,and Keith,a U.S.citizen,are employees of an electronics manufacturing company headquartered in London.While Peter works out of the London office,Keith operates out of the marketing unit in New York.Which of the following statements is true in this scenario?
A) Peter is a host-country national.
B) Peter is a parent-country national.
C) Peter and Keith are expatriates.
D) Keith is a third-country national.
E) Keith is a home-country national.
Q2) Which of the following activities involves the expatriate receiving information and recognizing changes while abroad?
A) Validation
B) Equalization
C) Communication
D) Resolution
E) Rationalization
Q3) Educational opportunities remain constant from one country to another.
A)True
B)False
Q4) Describe the five dimensions of culture as identified by Hofstede.
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