Introduction to Human Resources Exam Solutions
Course Introduction
Introduction to Human Resources provides an overview of the key concepts and practices in the field of human resource management. The course explores the strategic role of HR in organizations, focusing on topics such as recruitment and selection, employee development, performance management, compensation and benefits, labor relations, and legal and ethical considerations. Students will examine the ways HR professionals contribute to organizational success by aligning human capital with business goals, fostering positive workplace cultures, and ensuring compliance with employment laws. Through case studies and practical exercises, students will develop foundational skills essential for managing people effectively in diverse organizational settings.
Recommended Textbook
Fundamentals of Human Resource Management 3rd Edition by Gary Dessler
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Chapter 1: Managing Human Resources Today
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Sample Questions
Q1) Which basic function of management involves maintaining employee morale and motivating subordinates?
A) planning
B) leading
C) organizing
D) developing
Answer: B
Q2) Why are demographic trends important to HR managers?
Answer: HR managers need to be cognizant of demographic trends because changes in the availability of workers directly affect recruiting and selection efforts. The changes in the workforce can impact the availability of technologically savvy employees or the availability of skilled labor. Additionally, the availability of employees affects the compensation that needs to be offered to attract and retain valued employees.
Q3) In the management process, which activity is part of the staffing function?
A) developing rules
B) maintaining morale
C) evaluating performance
D) setting production levels
Answer: C
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Page 3
Chapter 2: Managing Equal Opportunity and Diversity
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Sample Questions
Q1) Executive Orders 11246 and 11375 apply to which of the following employers?
A) publicly traded firms
B) federal contractors
C) small businesses
D) private employers
Answer: B
Q2) According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.
A)True
B)False Answer: False
Q3) According to the ADA Amendments Act of 2008, employees are considered disabled even if they are able to control their impairments with medical modifications.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Human Resource Strategy and Analysis
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Sample Questions
Q1) Linking HR policies and practices with strategic goals in order to improve business performance is known as ________.
A) strategic human resource management
B) supply chain management
C) succession planning
D) behavior modeling
Answer: A
Q2) All of the following are services that human resource consulting companies provide during mergers and acquisitions EXCEPT ________.
A) aligning payroll systems
B) overseeing database recovery systems
C) designating key talent
D) identifying potential pension shortfalls
Answer: B
Q3) Technical issues are the major reasons for the dismal failure rate of mergers and acquisitions.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and Talent Management
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Sample Questions
Q1) What should be the primary purpose of the talent management process?
A) retaining high-performing employees
B) providing competitive compensation
C) measuring organizational performance
D) achieving the firm's strategic goals
Q2) During group interviews for collecting job analysis information, it is unusual for a worker's immediate supervisor to attend because of the private nature of the questions being asked.
A)True
B)False
Q3) Which of the following questions is most likely answered by a job specification?
A) How will an employee be rewarded for excellence in this job?
B) What types of skills and experiences are required for this job?
C) What are the essential activities required in this job?
D) What are the performance standards for this job?
Q4) Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.
A)True
B)False
Q5) What is a task statement? Why are task statements becoming increasingly popular?
Page 6
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Todd has been identified by Markam Industries as a high-potential employee in the firm's succession planning process. Which of the following activities would most likely aid in developing Todd's potential?
A) job rotation
B) employee orientation
C) performance appraisal
D) multicultural training
Q2) Which of the following is a service provided by many state employment service agencies?
A) workforce planning guidelines
B) employee training programs
C) employee orientation programs
D) applicant tracking systems
Q3) The process of identifying, assessing, and developing organizational leadership to enhance performance is known as ________.
A) internal recruiting
B) succession planning
C) team building
D) job forecasting
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Page 7
Chapter 6: Selecting Employees
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Sample Questions
Q1) In a panel interview, a candidate is interviewed in a ________ fashion. by a group of interviewers.
A) serial
B) sequential
C) simultaneous
D) systematic
Q2) Situational interviews typically have a lower validity than behavioral interviews in predicting job performance.
A)True
B)False
Q3) Discuss the two basic types of interviews: structured and unstructured. Which one do you think is better? Why?
Q4) Tests administered for hiring purposes should be both valid and reasonable if used by a firm that adheres to evidence-based human resources.
A)True
B)False
Q5) What are some of the problems and issues associated with drug testing employees and job applicants? What is your opinion on workplace drug testing?
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Chapter 7: Training and Developing Employees
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Sample Questions
Q1) Approximately ________ of what employees learn on the job comes from informal learning.
A) 80%
B) 60%
C) 40%
D) 20%
Q2) Which term refers to a detailed study of a job to identify the specific skills required?
A) job analysis
B) task analysis
C) competency analysis
D) performance analysis
Q3) The case study method is an on-the-job management development technique that presents a manager with a written description of an organizational problem that needs to be diagnosed and solved.
A)True
B)False
Q4) Lewin's change process consists of unfreezing, moving, and refreezing.
A)True
B)False
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Chapter 8: Performance and Talent Management
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Sample Questions
Q1) A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.
A) stereotyping
B) central tendency
C) halo effect
D) leniency
Q2) Which of the following is LEAST likely to be used by firms as an alternative source of performance appraisal information?
A) peers
B) rating committees
C) the employee
D) outside experts
Q3) A firm involved in actively managing employees would most likely ________.
A) focus attention on mission-critical employees
B) conduct annual performance appraisals
C) allocate rewards to all employees
D) provide training as-needed.
Q4) Explain how an MBO program works and describe the six steps involved in this type of program.
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Chapter 9: Managing Employee Retention, Engagement, and Careers
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Sample Questions
Q1) Which term refers to barriers to women's progress in the work environment?
A) withdrawal
B) glass ceiling
C) networking
D) prejudice
Q2) Employers today are finding that they do not have the blanket right to fire employees.
A)True
B)False
Q3) Which of the following is conducted with employees who are leaving a firm for the purpose of eliciting information about what is right or wrong with the job and the firm?
A) outsourcing interview
B) termination interview
C) screening interview
D) exit interview
Q4) Coaching involves helping employees make long-term career plans, and mentoring focuses on teaching shorter-term job-related skills.
A)True
B)False
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Chapter 10: Developing Compensation Plans
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Sample Questions
Q1) Which law requires time-and-a-half pay for any hours worked over 40 hours per week?
A) Title VII
B) Davis-Bacon Act
C) Fair Labor Standards Act
D) Walsh-Healey Public Contract Act
Q2) Which compensation-related law contains provisions for minimum wage, maximum hours, overtime pay, equal pay, and child labor?
A) Davis-Bacon Act
B) Fair Wages Act
C) Civil Rights Act
D) Fair Labor Standards Act
Q3) The Sarbanes-Oxley Act of 2002 makes board members personally liable for violating their fiduciary responsibilities to their shareholders.
A)True
B)False
Q4) What is broadbanding? Why and how do firms use broadbanding?
Q5) What is comparable worth? Discuss the connection between comparable worth and the point method.
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Chapter 11: Pay for Performance and Employee Benefits
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Sample Questions
Q1) Ryobi is a large, international power tool manufacturer that develops affordable, high-quality products, such as drills, circular saws, and routers for both homeowners and craftspeople. As the company continues to grow, its top executives want to ensure that employees are appropriately paid for their performance and that financial incentives are both fair and effective. Currently, the firm provides merit raises based on performance appraisals; however, executives are considering changing the current incentive plan. Which of the following questions is most relevant to the decision by Ryobi executives to discontinue all merit raises?
A) What are the guidelines for implementing a gainsharing plan?
B) What type of merit raises are effective for high-performing managers?
C) What organization-wide incentive plans are used by other manufacturing firms?
D) What is the connection between merit pay increases and employee productivity?
Q2) Employee benefits account for about over one-half of wages and salaries.
A)True
B)False
Q3) Which of the following is a discretionary benefit?
A) unemployment insurance
B) disability insurance
C) FMLA leaves
D) Social Security
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Chapter 12: Ethics, Employee Relations, and Fair Treatment at Work
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Sample Questions
Q1) Which of the following is the primary element of properly developed disciplinary procedures?
A) electronic employee monitoring
B) clearly established rules
C) anonymous surveys
D) severe penalties
Q2) Many people in the new business development group at GRS&M feel that Blaine was promoted due to her personal friendship with the supervisor rather than a fair review of the qualified employees in the group. This attitude is the result of the employees' perceived procedural justice relative to the decision.
A)True
B)False
Q3) Which of the following is a formal, semi-permanent work group that identifies and researches work processes and develops solutions to work-related problems?
A) committee
B) suggestion team
C) problem-solving team
D) self-managing work team
Q4) What can you do as an HR manager to ensure that you hire ethical employees?
Page 14
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Chapter 13: Working with Unions and Resolving Disputes
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Q1) The ________ form of union security means that the employees who do not belong to the union still must pay union dues because the union's efforts benefit them all.
A) closed shop
B) union shop
C) agency shop
D) open shop
Q2) Employers can replace strikers permanently unless the strike is based on unfair labor practices.
A)True
B)False
Q3) In 1947, which type of union security was outlawed in interstate commerce?
A) closed shop
B) agency shop
C) union shop
D) preferential shop
Q4) In order for unions to petition an election, 50% of eligible employees in a bargaining unit must sign authorization cards.
A)True
B)False
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Chapter 14: Improving Occupational Safety, Health, and Risk Management
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Sample Questions
Q1) Reviews conducted by agencies to determine if units in their jurisdiction are complying with safety laws and regulations are known as ________ reviews.
A) risk assessment
B) behavioral safety
C) job hazard
D) operational safety
Q2) Gwen works as a stockbroker, and she is experiencing the symptoms of job stress. All of the following would most likely help Gwen reduce her stress levels EXCEPT ________.
A) making a list of problems and possible solutions
B) putting off dealing with distasteful problems
C) requesting realistic project deadlines
D) limiting interruptions
Q3) What is an unsafe act? What actions can supervisors take to reduce the number of unsafe acts by subordinates?
Q4) OSHA advocates safety incentive programs because they drastically reduce the number of workplace injuries and illnesses.
A)True
B)False
Page 16
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