Personnel Management
Mock Exam
Course Introduction
Personnel Management is a course that focuses on the principles and practices involved in effectively managing an organization's human resources. It covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. The course emphasizes the importance of aligning personnel strategies with organizational goals, adhering to legal and ethical standards, and fostering a positive workplace environment. Through case studies and practical exercises, students learn to apply management concepts to real-world scenarios, preparing them to address the challenges of managing a diverse workforce in todays dynamic business environment.
Recommended Textbook
Managing Human Resources 11th Edition by
Susan E. Jackson
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14 Chapters
1053 Verified Questions
1053 Flashcards
Source URL: https://quizplus.com/study-set/1175
Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
Source URL: https://quizplus.com/quiz/23239
Sample Questions
Q1) The human resources triad contains:
A) top-level, middle-level, and lower level managers
B) representatives from each primary stakeholder group
C) suppliers, customers, and resellers
D) line managers, human resource professionals, and employees
E) employees, staff managers, and line managers
Answer: D
Q2) Which of the following is NOT a part of human resources management activities?
A) Developing organizational strategy
B) Compensating employees
C) Promoting workplace safety and health
D) Understanding unionization and collective bargaining
E) Measuring performance and providing feedback
Answer: A
Q3) The average American views socially responsible organizations as preferable for employment over less socially responsible ones.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Understanding the External and Organizational Environments
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Sample Questions
Q1) Why are HR policies and practices important in the development of company cultures?
Answer: HR policies and practices contribute to the development of a strong company culture when they are aligned with and support a firm's strategic direction. Human resource professionals help organizations build strong cultures by developing HR policies to ensure that everyone behaves in ways that are consistent with the corporate vision, mission, and values.
Q2) Polartic relies on its ______________ to remain competitive in its markets.
A) ability to compete with low-cost labor in other countries
B) knowledge resources and research capabilities
C) prime market location
D) lower costs due to outsourcing
E) All of the above
Answer: B
Q3) What is the commonly accepted definition of technology?
Answer: The process of making and using tools and equipment plus the knowledge used in this process
Q4) List the three members of the HR triad.
Answer: Line managers, HR professionals, and all other employees
Page 4
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Chapter 3: Ensuring Fair Treatment and Legal Compliance
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Which of the following statements about the prevention of harassment is true?
A) Businesses should enforce a zero tolerance for harassment.
B) It is relatively easy to create sexual harassment policies that will eliminate harassment.
C) The EEOC wants businesses to establish a fund from which plaintiffs in harassment cases will be paid.
D) Harassment-awareness training programs have proven ineffective deterrents.
E) Policies defining penalties for engaging in activities that may involve harassing need to be narrow and specific in order to be really useful.
Answer: A
Q2) _____________ is the most popular form of alternative dispute resolution (ADR).
A) Mediation
B) Administrative settlement
C) Executive order
D) Arbitration
E) Statutory governance
Answer: A
Q3) What is the most popular form of alternative dispute resolution (ADR)?
Answer: Mediation
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Page 5
Chapter 4: HR Planning for Alignment and Change
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64 Flashcards
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Sample Questions
Q1) Effective human resource planning considers only long-term change and ignores short-term change.
A)True
B)False
Q2) The top executives at a paper manufacturing plant have determined that they should restructure their workforce into self-directed teams. When should they start implementing this organizational change?
A) after all the strategic plans have been developed
B) once all resistance to change has been removed
C) as the executives are developing the strategic plan
D) once the strategy has been evaluated
E) after all legal barriers to change have been removed
Q3) The abbreviation "FTEs" stands for:
A) Factory trained employees
B) Former technical engineers
C) Future training estimates
D) Full-time technical employees
E) Full-time equivalent employees
Q4) What is the first phase in HR planning for strategic change?
Q5) List the important elements in the external environment.
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Chapter 5: Using Job Analysis and Competency Modeling
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Subject matter experts include which of the following
A) job incumbents
B) supervisors
C) trained job analysts
D) customers
E) all of the above
Q2) A large furniture manufacturer in North Carolina wants to conduct a comprehensive job analysis, so the organization's HR director should survey or interview:
A) job incumbents, supervisors, trained job analysts, and customers
B) job incumbents, job applicants, and supervisors
C) job incumbents, supervisors, and HR personnel
D) job incumbents, job applicants, human resource personnel, and managers
E) job incumbents, job applicants, supervisors, and employees at similar positions in other organizations
Q3) What is the function of the Occupational Information Network (O*NET)?
Q4) What kind of questionnaire should an organization use if it wanted to create job analyses for all of its managerial positions?
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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75 Flashcards
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Sample Questions
Q1) Why should a recruiter be concerned about whether the recruiting experience is a positive one for a job applicant?
Q2) A(n) _____ is a database that contains information about the pool of current employees.
A) organizational job analyses
B) management information system (MIS)
C) employee information system
D) talent inventory
E) competency ledger
Q3) Martin is an effective recruiter because he:
A) received adequate training.
B) spends a great deal of time trying to sell the job to potential employees.
C) makes an effort to understand the jobs being filled.
D) sits in on business meetings.
E) reads up on the industry.
Q4) Why does the employee referral method of external job recruitment typically result in the highest one-year survival rates?
Q5) Of all external recruitment methods, which method typically results in the highest one-year survival rates?
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) What is the economic utility associated with using a specific test of how a job candidate will perform in his or her future job?
Q2) Fifty people have been interviewed and deemed qualified for twelve openings. Of these fifty, twenty are women and thirty are white males. The final selection test was a panel interview. Ten of the white males are hired and two of the women. Under the 80 Percent Rule, what can be said about the panel interview?
A) The selection rate for men was 60% compared to 40% for women. This indicates adverse impact.
B) The selection rate for the men is lower than the pass rate for the women. This indicates there was no adverse impact.
C) The panel interview appears to have had an adverse impact and should be investigated.
D) The selection rate for women was lower than that for men, but above the 80% cutoff. Therefore, there is no adverse impact.
E) None of these is true.
Q3) Why are physical examinations no longer part of the pre-offer applicant selection process?
Q4) What is another term for adverse impact?
Page 9
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Chapter 8: Training and Developing a Competitive Workforce
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) The most informal training and development program is:
A) job rotation
B) supervisory assistance and mentoring
C) programmed instruction
D) sensitivity training
E) role playing
Q2) How do the processes of training and development differ?
Q3) Employment commitment:
A) cannot be created, but must be allowed to develop over time
B) can be created by intensive socialization and training
C) is never permanent
D) lasts only as long as the employee gets to perform in a way that is comfortable for him or her
E) is desirable but not achievable
Q4) When would an organization be most likely to use on-site but not on-the-job training programs?
Q5) What is the first phase in the training program model?
Page 10
Q6) How are employee and customer surveys used to identify training needs?
Q7) Discuss the advantages and disadvantages associated with using coworkers as trainers.
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) The culture at Dell, Inc. is driven by the philosophies of its founder, Michael Dell.
A)True
B)False
Q2) According to expectancy theory, people tend to choose behaviors that they believe will help them achieve their personal goals and avoid behaviors that they believe will lead to undesirable consequences. Bill does not call in to report that he will be absent. This will result in an unexcused absence that will lead to disciplinary action. Bill has had unexcused absences in the past for which he has been disciplined. How is this action explained by this theory?
A) Bill does not understand the instrumentality of his behavior for the negative consequence
B) To Bill, the discipline he will incur does not have enough negative valence to offset the positive valence of not calling in.
C) Expectancy theory only explains positive behaviors, not negative behaviors.
D) Bill doesn't understand the expectancy built into the situation.
E) Bill has an inability to process feedback.
Q3) What is the primary advantage that the graphics rating scale has over other performance appraisal formats?
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Chapter 10: Developing an Approach to Total Compensation
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) The simplest job evaluation method is:
A) benchmarking
B) performance appraisals
C) the point rating method
D) job ranking
E) factor analysis
Q2) What is the most widely used method for job evaluations?
Q3) Line managers:
A) tend to be highly informed about the compensation system
B) usually receive intensive training on base pay rates
C) have more information about benefits than about other aspects of compensation
D) often participate in designing total compensation
E) all of the above are true
Q4) In a skill-based pay system,
A) pay ranges are variable, depending on the type of job and pay grade width
B) pay administration is contingent upon the complexity of job evaluation and the pay allocation plan
C) pay is tied to personal competency levels
D) training is necessitated by need rather than employee desire for training
E) all of the above are true
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Sample Questions
Q1) Which of the following is true about performance-based pay:
A) has no influence the decision of an applicant to not apply for a position
B) seldom influences the final decision of an applicant to accept an offer of employment
C) is more likely to attract good rather than poor performers
D) allows the best performers to reap inconsequential rewards
E) all of the above are true
Q2) What are the advantages and disadvantages of delaying payout of performance-based pay, rather than paying the reward immediately?
Q3) Since performance can be measured at the individual, work team, department, plant, strategic business unit, or organizational level, how does a company specify the level of aggregation for reward distribution?
Q4) Employees oppose the implementation of performance-based pay plans especially if:
A) such change generally precede mergers
B) a change in pay plans typically indicates a change in job descriptions
C) such plans typically reward only a small percentage of the work force
D) pay practices put earnings at risk.
E) employees are not concerned about the financial future of their employers
Page 14
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Chapter 12: Providing Benefits and Services
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Sample Questions
Q1) Employee benefits are implemented in response to all but one of the following:
A) employee needs
B) employer need to improve worker productivity
C) employer need to reduce total labor costs
D) employer desire to be socially responsible
E) employer need to recruit talented employees
Q2) Under The Family and Medical Leave Act of 1993, employers covered under the act do not have to maintain preexisting employee health insurance during the leave period.
A)True
B)False
Q3) Charles is one year from retirement when he reads in the newspaper that his employer has been accused of taking the money from the employees' defined benefit retirement plan to finance the reconfiguration of the Houston manufacturing plant. Under which law will his employer be prosecuted?
A) Social Security Act
B) Economic Recovery and Tax Act
C) Federal racketeering law
D) Employee Retirement Income Security Act
E) Economic Growth and Tax Reconciliation Act
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Page 15
Chapter 13: Promoting Safety, Health, and Well-Being in the Workplace
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Which of the following statements is TRUE?
A) Psychological symptoms can be used to predict workplace accidents.
B) Certain personality characteristics cannot be used to predict workplace accidents.
C) Psychological symptoms cannot be used to predict workplace accidents.
D) Certain personality characteristics can be used to predict psychological symptoms.
E) None of the statements are true.
Q2) _____ considers changes in the job environment in conjunction with the physical and physiological capabilities and limitations of the employees.
A) task synergy
B) ergonomics
C) physical science
D) job redesign
E) job specification
Q3) Medium-sized organizations have a lower incidence of accidents than small and large organizations.
A)True
B)False
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Page 16
Chapter 14: Understanding Unionization and Collective Bargaining
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94 Verified Questions
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Sample Questions
Q1) Which of the following is an example of a permissive issue to be discussed during a collective bargaining session?
A) benefit package
B) number of new hires
C) wage rates
D) overtime pay
E) indirect compensation
Q2) When the butchers at Acme Meat Processing Company went on strike, its members formed picket lines at grocery stores that carried Acme products. The union members in the picket lines asked shoppers not to shop at these stores until they stopped carrying Acme products. This union action is called a(n) _____ and is _____.
A) secondary boycott, illegal
B) union support technique, legal
C) primary boycott, legal
D) employee vendetta, illegal
E) corporate campaign, legal
Q3) How do you judge if the arbitration of a union-management dispute is successful?
Q4) What was a negative characteristic of early unions?
Q5) Name two positive results of recent union mergers.
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