Personnel Management
Final Exam Questions
Course Introduction
Personnel Management explores the foundational principles and practices involved in managing an organizations human resources. This course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. Students will examine strategies for motivating employees, resolving workplace conflicts, and ensuring compliance with labor laws and ethical standards. By the end of the course, learners will develop practical skills for effectively managing people and fostering a productive and positive work environment.
Recommended Textbook
Human Resource Management 6th Edition by H. John Bernardin
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14 Chapters
794 Verified Questions
794 Flashcards
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Chapter 1: Strategic Human Resource Management in a Changing Environment
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Sample Questions
Q1) HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.
A)True
B)False
Answer: True
Q2) The __________ challenge ascertains if the managers have identified and collected the right measures of success.
A)metrics
B)perspective
C)execution
D)validation
E)Globalization
Answer: A
Q3) Strategic capability represents the business's ability to manage organizational systems and people in order to match customer and strategic needs.
A)True
B)False
Answer: False
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Chapter 2: The Role of Globalization in HR Policy and Practice
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Sample Questions
Q1) It is difficult to operate in a decentralized fashion in a multilocal industry because of the high need for coordination.
A)True
B)False
Answer: False
Q2) What is the objective of businesses creating offshore professional and operations centers.
Answer: Either as a form of sole ownership or as a strategic alliance,these centers involve the exporting of the work itself to places around the globe in order to obtain competitive advantage by leveraging combinations of factors such as workforce skills,cultural similarities,costs,time,and government policies,regardless of where the work product is ultimately marketed.
Q3) List the five Asian economies expected to share the world's largest economies with the U.S.by 2020.
Answer: The five Asian economies expected to share the world's largest economies with the U.S.are China,Japan,India,Indonesia and a united Korea.
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4
Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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Sample Questions
Q1) __________ is defined as employment decision making or working conditions that are advantageous (or disadvantageous)to members of one group compared to members of another group.
A)Civil rights
B)Implied contract
C)Discrimination
D)Employment at will
E)Employment rights
Answer: C
Q2) In the Goebel et al v.Frank Clothiers exercise,the company could have avoided adverse impact by interpreting the test scores according to ethnic classification of the test taker.Which of the following is correct regarding this approach?
A)Although this would involve reverse discrimination, this is legally feasible
B)This is known as "race norming" and is illegal under the CRA post 1991
C)This approach is consistent with sound HRM and High Performance Work Practices
D)This method is recommended by the courts and supported by meta-analysis data
E)This is "race norming" and is illegal under the CRA of 1991
Answer: E
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Chapter 4: Work Analysis and Design
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Sample Questions
Q1) The competence to perform an observable behavior is known as _____.
A)ability
B)knowledge
C)tasks
D)skill
E)attitude
Q2) The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position,there is no need to revisit that job in the future.
A)True
B)False
Q3) In order for a company to be able to use job relatedness as a defense the information needs to be both verifiable and reliable.
A)True
B)False
Q4) MPDQ results provide information on whether a particular job specification is necessary for any given position.
A)True
B)False
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) Trend analysis,simple and multiple linear regression analysis are qualitative methods for forecasting labor demands.
A)True
B)False
Q2) Identifying the relevant labor market is an important step towards deciding the type of recruiting method to be used.
A)True
B)False
Q3) Human resource information systems (HRIS),and replacement charts are methods for __________.
A)forecasting external supply
B)forecasting internal supply
C)forecasting external demand
D)forecasting internal demand
E)forecasting job previews
Q4) It is important for recruiters to consider how changes to overall compensation would impact the company's ability to attract applicants to a job.
A)True B)False
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Chapter 6: Personnel Selection
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Sample Questions
Q1) When deciding what selection test to use,a company should not consider
A) The number of people who have taken the test
B) The degree to which there is a linear relationship between test results and performance
C) Evaluating cut off scores based on the race of the candidate to eliminate adverse impact
D) Using a multiple hurdle approach for instance using both testing and interviews
E) The validity of the test and potential for causing adverse impact
Q2) Cognitive ability tests enable the hiring manager to directly measure an applicant's ability to perform the physical tasks of a job.
A)True
B)False
Q3) A company that provides a three-week management-training program for it's new hires would benefit from administering the Wonderlic Personnel Test.
A)True
B)False
Q4) What is the advantage of the 16PF over other self-report inventories?
Q5) Describe the basic steps in the process of deriving record weights for WABs.
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Chapter 7: Performance Management and Appraisal
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Sample Questions
Q1) A manager believes that older workers are less likely to be able to improve performance than younger workers.This thinking could lead to what form of performance appraisal error?
A)attribution error
B)bias
C)contamination
D)frame of reference
E)accountability
Q2) The rating method for _____ is to have the rater record specific observations of the ratee's performance and then compare those observations to anchors on the rating scale to determine the most valid rating.
A)Straight ranking
B) BARS
C)paired comparison
D)forced distribution
E)MBO
Q3) Performance refers to the traits,personal characteristics,or competencies of the employee.
A)True
B)False
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Chapter 8: Training and Development
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Sample Questions
Q1) The goal of the assessment phase is to examine whether the training program has been effective in meeting the stated objectives.
A)True
B)False
Q2) You have been assigned to develop a training program for newly hired first-line sales managers to cover such topics as company policies and procedures,handling customer complaints,and motivating sales personnel.Which of the following is not recommended?
A)Create a training environment that allows for maximum learning.
B)Provide trainees with feedback during the training.
C)Prepare the learning objectives and choose training methodology before assessment to eliminate bias.
D)Consider on-the-job training if there are experienced managers to assist.
E)Use role playing and behavior modeling to help them learn how to deal with customer complaints and motivate others.
Q3) When training a police officer how to use a gun,it is best to use spaced practice and focus on overlearning.
A)True
B)False
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Page 10
Chapter 9: Career Development
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Sample Questions
Q1) Executive coaching is described as a practical,goal-focused form of personal one-to-one learning for executives.
A)True
B)False
Q2) A company is concerned about the fact that a senior manager is planning to retire in 2 years.The most direct way to be prepared to have a replacement of the retiree is to:
A)Have all employees complete career workbooks within the next two weeks
B)Implement a succession planning process
C)Schedule mid level manager for career planning workshops
D)Train managers to conduct one-on-one career counseling
E)Distribute a copy of "What Color is my Parachute" to all employees
Q3) All of the following are benefits of a career development system EXCEPT:
A)evaluation of career tools and practices.
B)realistic staff and development planning.
C)helpful assistance with career decisions.
D)clarification of goals of the organization.
E)enhanced reputation s a people developer.
Q4) List a few steps that organizations can take to eliminate the potentially adverse consequences of entrenchment.
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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Sample Questions
Q1) A group of jobs having the same basic nature of work but requiring different levels of skill,effort,responsibility or working conditions are known as __________.
A)job classification
B)job family
C)job broadbanding
D)job evaluation
E)job hierarchy
Q2) All of the following are forms of direct compensation except?
A)Base salary
B)Dental benefits
C)Vacation
D)401K
E)Defined contribution pension
Q3) Broadbanding allows managers to make very precise differentiations in pay through the large number of pay grades.
A)True
B)False
Q4) What are the different ways in which an organization structures its base salary program?
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Chapter 11: Rewarding Performance
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Q1) The piece-rate system and the standard hourly rate,as the two types of individual incentive systems,are based on rated output.
A)True
B)False
Q2) The flaw with a bonus incentive system is that due to the repetition of payments,it can be difficult to manage from a budgetary perspective.
A)True
B)False
Q3) Which of the following plans calls for a distribution of pay based on an appraisal of a worker's performance?
A)Merit pay plan
B)Incentive plan
C)Halsey plan
D)Commission plan
E)Profit sharing plan
Q4) Compare and contrast the straight piecework and standard hourly rate plan.
Q5) Merit pay plans are also known as piece-rate systems. A)True
B)False
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Chapter 12: Managing the Employment Relationship
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Sample Questions
Q1) Covenant of nondisclosure are contractual arrangements with employees that restrict their acceptance of employment with an industry competitor upon voluntarily leaving the current organization.
A)True
B)False
Q2) One alternative to layoffs is work-sharing programs,in which employees voluntarily reduce the number of hours or days per week they work in order to cut labor costs while maintaining their gainful employment.
A)True
B)False
Q3) Information provided by recruiters,interviewers,the company internet site and candid interviews with job incumbents provides candidates with a(n)_______.
A)realistic job preview
B)job analysis
C)job classification
D)work process mapping
E)internal scanning
Q4) Which is more important,procedural or distributive justice? Why?
Q5) What is survivor syndrome and what measures can organizations take to avoid it?
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Chapter 13: Labor Relations and Collective Bargaining
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Sample Questions
Q1) In general public sector employees have more bargaining power than private sector employees.
A)True
B)False
Q2) A company has 2,000 eligible workers in a prospective bargaining unit.How many of these workers need to sign an authorization card before the NLRB will order an election?
A)200
B)600
C)500
D)201
E)1001
Q3) Briefly discuss the two perspectives on the effects of labor unions.
Q4) The Taft-Hartley Act of 1947 prohibits union discrimination against workers who do not want to participate in union activities,including strikes.
A)True
B)False
Q5) List the major issues in collective bargaining.
Q6) Differentiate between picketing,striking,and boycotting an employer.
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Chapter 14: Employee Health and Safety
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Q1) The benefits paid when an employee has lost work is typically about one-third of the regular average weekly wage.
A)True
B)False
Q2) What are Employee Assistance Programs?
Q3) Highlight some of the Workers' Compensation law applying to employers.
Q4) Highlight the types of violations that may be cited and the penalties that may be proposed.
Q5) The right-to-know provision of OSHA specifies employees' right to know if:
A)Someone they work with has a communicable disease.
B)Someone they work with has a violent history.
C)They are working with unsafe substances.
D)They are working with a sex offender.
E)They are working with unsafe machinery.
Q6) Penalties of up to $70,000 may be proposed for each willful OSHA violations,with a minimum penalty of $5,000 for each violation.
A)True
B)False
Q7) Discuss some of the major responsibilities of OSHA.
Page 16
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