Personnel Management
Final Exam Questions
Course Introduction
Personnel Management is a foundational course that explores the principles, practices, and challenges involved in effectively managing an organization's human resources. Students will examine key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, employee relations, and legal considerations in the workplace. The course also emphasizes the role of personnel management in fostering a productive work environment, enhancing employee motivation, and aligning individual goals with organizational objectives. Through case studies, practical exercises, and theoretical frameworks, students will gain the knowledge and skills necessary to manage people efficiently and ethically in diverse organizational settings.
Recommended Textbook
Managing Human Resources 10th Edition by
Susan E. Jackson
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Chapter 1: Managing Human Resources
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Q1) The popularity of team-based organizational structures reflects the belief that teamwork can achieve outcomes that cannot be achieved by the same number of individuals working in isolation.
A)True
B)False Answer: True
Q2) The most difficult corporate cultures to copy are those that have evolved over a period of time and suit the specific needs of the organization.
A)True
B)False Answer: True
Q3) The stakeholders of the organization include all but:
A)Employees
B)Society
C)Local Government
D)Customers
E)Owners and Investors
Answer: C
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Chapter 2: Understanding the External and Organizational Environments
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Sample Questions
Q1) Certain businesses are much more adept at taking full advantage of computer technology.Which of the following businesses would you expect to be the most adept at using computer technology?
A)day-care center
B)landscaping service
C)janitorial service
D)pet boarding kennel
E)medical services
Answer: E
Q2) Few merger and acquisitions achieve their financial goals.One such example is Daimler-Chrysler.Why did this M&A attempt not working out as planned?
A)The two companies manufactured auto parts that were not interchangeable
B)The two companies were too geographically far apart to communicate
C)The corporate cultures were not able to be meshed effectively
D)The corporate training was not efficient
E)The German and US governments were creating obstacles too large for the companies to overcome
Answer: C
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Chapter 3: Hr Planning for Alignment and Change
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Q1) The CEO of Oil Exploration,Inc. ,has committed to opening a branch office in Argentina.Staffing the new branch will require experienced geologists,petroleum engineers and administrators from the U.S.operations who are willing to relocate to Argentina for two years,who speak Spanish and who are willing to move in three months.The vice president of HR is shocked by this staffing request,as this is the first he has learned of the Argentine endeavor,and this will be the company's first non-U.S.operation.According to your textbook,this organization has failed to _____.
A)align business planning and HR planning
B)plan strategically
C)properly implement incremental change
D)implement continuous anticipatory change
E)engage in long-term linear planning
Answer: A
Q2) In outsourcing,work that had been performed inside the company is contracted out to another company.
A)True
B)False
Answer: True
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Chapter 4: Ensuring Fair Treatment and Legal Compliance
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Sample Questions
Q1) Executive orders are:
A)created by federal agencies
B)dictated by the U.S.Constitution
C)the result of precedent-setting legal cases
D)issued by the president of the U.S.
E)state laws that act as precedent for federal laws
Q2) Concern for social cohesion is greater in the United States than in collectivistic countries.
A)True
B)False
Q3) Which of the following statements about grievance procedures is true?
A)Grievance procedures become widely used in the 1990s.
B)Organizations typically try to thwart employee use of grievance procedures.
C)More than half of America's largest corporations have some type of grievance system
D)Only unionized companies have a grievance procedure.
E)Grievance procedures typically raise the legal costs associated with resolving employee-employer disputes.
Q4) What are two common remedies that the EEOC is likely to seek when filing employment lawsuit?
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Chapter 5: Using Job Analysis and Competency Modeling
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Q1) At the major accounting firms,newly hired accountants typically begin as junior staff accountants.If successful,they are promoted to senior staff accountants,then to managers,then to partners.This is called _____.
A)career stage movement
B)a functional silo
C)lateral transfers
D)a career path
E)promotion progression
Q2) It is difficult to develop training programs from the job descriptions generated by customized task inventories.
A)True
B)False
Q3) __________________________________________________ is the Department of Labor's job analysis service
Q4) Imagine that you have been offered a position working at a national furniture manufacturer and a job at a very small company that handcrafts one-of-a-kind tables and chairs.Do you expect the terms "position" and "job" to be synonymous in this case?
Q5) What is the major disadvantage associated with customized task inventories?
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Chapter 6: Recruiting and Retaining Qualified Employees
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Sample Questions
Q1) Common problems encountered by electronic applicants include which of the following:
A)Difficulties in site navigation
B)Concerns about security of personal data
C)Lack of relevant information about the company
D)Slow feedback and follow-up
E)All of the above
Q2) The two sides to the battle in the war for good employees are recruiting talented people and dismissing poor performers.
A)True
B)False
Q3) What are the two sources for the job applicant pool?
Q4) Compared to external recruitment,internal recruiting:
A)the most qualified candidates may never be considered because they don't work for the company.
B)increases labor costs
C)eliminates conflict among job candidates
D)is in all ways superior
E)is accurately described by none of the above
Q5) What is a federal contractor?
8
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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Q1) When Willa applied for the job of marketing research analyst with a large consumer products manufacturer,she participated in all the testing the organization used in its selection process.Even though she scored low in her personal interview,she scored high on her mathematical abilities and her cognitive reasoning tests.She was hired by the consumer products manufacturer even though she did poorly in one of its selection processes because the company used a _____ approach to synthesizing applicant test results and choosing its new employees.
A)compensatory
B)multiple-hurdles
C)structured
D)semistructured
E)combined
Q2) A Venezuelan who is hired by an American printing company to manage an operation in Spain is an example of a third-country national (TCN).
A)True
B)False
Q3) Predicting who will perform tasks well is the goal of recruitment.
A)True
B)False
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Chapter 8: Training and Developing a Competitive Workforce
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Q1) In the feature "Managing Globalization: PriceWaterhouseCoopers",Tahir Ayub's Namibian assignment
A)was a life-changing experience
B)taught him that "perhaps the way you see things isn't necessarily the best way"
C)was shared with two other PwC partners whom he had never met before:
D)helped him recognize the importance of listening to different perspectives before making decisions.
E)All of the abovE.
Q2) Some tasks,such as those necessary in an emergency situation,must be overlearned.
A)True B)False
Q3) Discuss the drawbacks of letting employees self-assess their training needs.
Q4) To help ensure that a company's knowledge management technology is fully integrated with other learning activities,many learning organizations have created a position titled Chief Integration Officer.
A)True B)False
Q5) List the three types of locations for training activities.
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) Results-based formats for performance measurement:
A)works best for employees that perform different tasks on a daily basis like a lawyer or an engineer
B)are basically problem-free
C)can ignore important job behaviors that are difficult to quantify
D)are typically used by companies where how a task is accomplished is as important as if it is accomplished
E)are accurately described by all of the above
Q2) Results-based formats for performance appraisals focus on job products.
A)True
B)False
Q3) For performance evaluation,which of the following is not a personal trait?
A)productivity
B)dependability
C)intelligence
D)adaptability
E)energy
Q4) Of all the possible sources for performance judgments,why is the supervisor the best source for such information?
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Chapter 10: Developing an Approach to Total Compensation
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Q1) Companies often adopt the competency-based approach for valuing work because it promotes growth through vertical moves in the organization.
A)True
B)False
Q2) By far,the most common method used for establishing a pay policy is to match whatever the competition has.
A)True
B)False
Q3) To conduct a compensation survey,a job evaluator must:
A)hire a consulting firm to do the actual survey
B)define the relevant labor market
C)create a totally objective survey
D)ignore geographic boundaries in order to accurately benchmark all jobs
E)do all of the above
Q4) What conditions would led employees to this believe pay inequities existed in their organization?
Q5) Comment on the following statement: "Job evaluation and job analysis are actually synonyms?"
Q6) What is the simplest job evaluation method?
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Q1) An executive's average incentive payout is about _____ percent of base pay compared to the average technical/professional's incentive payout of 8 percent.
A)200
B)100
C)30
D)50
E)25
Q2) Which of the following questions need to be answered when an organization is establishing a commission pay program?
A)Can the company afford to do this?
B)How do we guarantee everyone receives the same commission payout?
C)Are the methods to be used to measure performance flexible enough to allow for any possible sales event?
D)To what measures should commissions be tied to curb salespersons' behaviors that could negatively affect the organization?
E)Does each salesperson have the same number of accounts?
Q3) How is the base pay set when merit pay plans are used?
Q4) What three factors have reduced the use of stock options as incentives?
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Chapter 12: Providing Benefits and Services
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Sample Questions
Q1) Employee assistance programs (EAPs):
A)are specifically designed to meet the needs of employees with chronic personal problems that hinder their job performance
B)serve as a form of indirect compensation that benefits the individual and the firm
C)often serve employees with drug or alcohol additions
D)can help employees cope with eating disorders,financial problems,smoking cessation,and AIDS
E)are accurately described by all of the above
Q2) _____ do not adhere to strict tax regulations,cover only select groups of employees,and do not receive favorable tax treatment.
A)Qualified retirement income plans
B)Administered benefit packages
C)Cafeteria incentive plans
D)Nonqualified retirement income plans
E)Nonparticipative retirement income plans
Q3) What are the risks associated with profit-sharing programs for employees and firms.?
Q4) Why are portable benefits more important these days than previously?
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Chapter 13: Promoting Workplace Safety and Health
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Q1) Which of the following examples describes how a concern about job security can cause stress?
A)Lavinia thinks she earns less than anyone else in the accounting department does even though she is the only one who is a CPA.
B)Albert is constantly running afoul of the numerous petty rules his supervisor has devised.
C)Cheri is afraid her position will be the first to disappear if the new strategic business objectives are established.
D)As soon as Varina gets close to meeting her sales quota,her sales manager increases it.
E)All of the above examples describe how a concern about security can cause stress.
Q2) Who or what controls work pacing?
Q3) Organizational change is a major contributor to employee stress.
A)True
B)False
Q4) List three aspects of burnout.
Q5) Discuss the Occupational Safety and Health Act of 1970.
Q6) What are the four components of an effective HIV/AIDS prevention programs?
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Chapter 14: Understanding Unionization and Collective Bargaining
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Q1) A "wildcat strike" is one that occurs when a contract has expired and union and management are locked in stalemated negotiations.
A)True
B)False
Q2) What are the four major approaches to collective bargaining between unions and management?
Q3) Which of the following describes an employee who would most likely be able to force an employer to improve work conditions?
A)Goran is the only person Hartley Construction employs who will clean debris from work sites.
B)Bill is a skillful market researcher for a marketing consulting firm.
C)Ana manages a database for a telemarketer and is the only one who understands the system she designed.
D)Karin is the only person in her office who can use the accounting software that the company bought even though it is simple to use.
E)Adam has a commercial driver's license and a twenty-year safe driving record.
Q4) What is the major umbrella organization for national unions in the United States?
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