Strategic Human Resource Management Exam
Review
Course Introduction
Strategic Human Resource Management explores the integration of human resource practices with an organizations overall strategy to achieve competitive advantage. This course examines the role of HR in formulating and implementing policies that align workforce capabilities with long-term business goals, covering topics such as talent management, performance systems, organizational culture, and change management.
Through case studies and real-world examples, students learn how strategic HR decision-making influences organizational effectiveness, adaptability, and sustainability in todays dynamic business environment.
Recommended Textbook
Human Resource Management 15th Edition by Robert L. Mathis
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16 Chapters
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Page 2
Chapter 1: Human Resource Management in Organizations
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Sample Questions
Q1) Which of the following is true of the operational role of human resource departments?
A) It involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.
B) It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
C) It involves managing most human resource activities in keeping with the strategies that have been identified by management.
D) It involves helping to define the strategy relative to human capital and its contribution to organizational results.
Answer: C
Q2) Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.
A)True
B)False
Answer: True
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Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken's next step in the strategic planning process?
A) Evaluate and reassess strategy
B) Implement strategy
C) Establish goals and objectives
D) Formulate supporting functional strategies
Answer: C
Q2) When business improved, Tasha Lind determined that the company had a talent shortage. Which of the followingmethods should she usefor managingthe talent shortage?
A) Reducing employee work hours
B) Encouraging attrition
C) Implementing voluntary separation programs
D) Outsourcing to a third party
Answer: D
Q3) Define forecasting.
Answer: Forecasting uses information from the past and the present to identify expected future conditions.
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Chapter 3: Equal Employment Opportunity
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Q1) Disparate treatment occurs when either different standards are used to judge individuals or the same standard is used but it is not related to the individuals' jobs.
A)True
B)False
Answer: True
Q2) Which of the following best describes nepotism?
A) It is the practice of prohibiting relatives from working for the same employer.
B) It is the practice of allowing relatives to work for the same employer.
C) It is the practice of allowing friends to work for the same employer.
D) It is the practice of prohibiting friends from working for the same employer.
Answer: B
Q3) Restricting employees from wearing garments that might get caught in machinery is a form of discrimination and not a business necessity.
A)True
B)False
Answer: False
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Chapter 4: Workforce, Jobs, and Job Analysis
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Q1) Which of the following is typically the first part of the job description?
A) Essential job functions and duties
B) Job specifications
C) Identification
D) General summary
Q2) Job rotation is the process of shifting a person from job to job.
A)True
B)False
Q3) Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work.
A)True
B)False
Q4) Discuss the roles of the different types of teamsused in job design.
Q5) A functional definition of what is done in a job can be generated by examining the three components of data, people, and things.
A)True
B)False
Q6) What is work life balance?
Q7) Explain why job design is important.
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Chapter 5: Individual/Organization Relations and Retention
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Q1) WesternBioLabs Inc. is in the process of laying off 10% of its shipping and receiving employees. At the same time, it is hiring new hourly staff for night shifts. Which of the following terms best describes this process?
A) Churn
B) Licensing
C) Takeover
D) Franchising
Q2) Employees who stay for a year are more likely to extend their employment and have greater retention beyond the first year.
A)True
B)False
Q3) Define organizational commitment.
Q4) Psychological contracts between employers and employees are similar across cultures.
A)True
B)False
Q5) Employee productivity is a tangible aspect of psychological contracts. A)True
B)False
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Chapter 6: Recruiting and Labor Markets
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Q1) Mention the factors that need to be considered when dealing with job posting systems.
Q2) The percentage hired from a given group of candidates is termed_____.
A) the selection rate
B) the success base rate
C) the yield ratio
D) the acceptance rate
Q3) Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.
A)True
B)False
Q4) Which of the following statements is true about employees of employee leasing companies?
A) They have employment contracts and are not at-will employees.
B) They increase the costs on benefits and HR administration on the part of the employer.
C) They are supplied by contract to employers with jobs.
D) They can be regarded as self-employed for IRS purposes.
Q5) How do professional employer organizations differ from employment agencies?
Q6) Define the term employment brand.
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) Poor adaptation of an expatriate's spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.
A)True
B)False
Q2) Gisela has just finished her interview with the managing editor of a large city newspaper. She is shaken and upset because the editor talked about her educational background in an insulting tone. He also pressured her to answer confusing questions without allowing her time to collect her thoughts. Given this scenario, Gisela most likely attended a _____ interview.
A) behavioral
B) nondirective
C) biographical
D) stress
Q3) How does an unstructured interview differ from a semistructured one?
Q4) What purposes do application forms serve?
Q5) What are the types of global employees that need to be considered when selecting candidates for international assignments?
Q6) Why does inter-rater reliability become important during selection interviewing?
Q7) In the context of selection and placement, what is meant by the term "mismatch"?
Page 9
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Discuss how performance appraisals can be used to make individual analysis of training needs.
Q2) What variables must be considered when selecting training delivery methods?
Q3) Why do organizations opt for external training?
Q4) Joshua, the director of training, must demonstrate to the top management the amount of financial benefits the company has realized from the expenditures on the mechanics training program. Joshua needs to prepare_____.
A) a return-on-investment analysis
B) a net gain calculation
C) an actual versus proposed budget comparison
D) a results evaluation
Q5) E-learning is limited in terms of accessibility compared to leadership and cultural training.
A)True
B)False
Q6) How can an organization determine if its training expenditures are cost effective?
Q7) How has the information age changed the concept of competitive advantage?
Q8) What are some of the common classifications of training?
Page 10
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Chapter 9: Talent, Careers, and Development
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Q1) Describe some methods of assessing the development needs of employees and their advantages and disadvantages.
Q2) Why do companies want to use automated talent management?
Q3) Job loss as a career transition has been most associated with downsizing, mergers, and acquisitions.
A)True
B)False
Q4) When is a career plateau most likely to occur?
A) When an employee starts gaining new skills
B) When an employee employs the strategy ofjob sequencing
C) When an employee becomes unmotivated and quits
D) When an employee cannot advance upward within an organization
Q5) Job rotation tends to be an expensive form of employee development because it takes time for employees to become familiar with their new units.
A)True
B)False
Q6) What is the difference between organization-centered and individual-centered career planning?
Q7) What is meant by the term 'entry shock'?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) The _____ method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.
A) ranking
B) critical incident
C) essay
D) forced distribution
Q2) Which of the following statements is true of developing a performance-focused culture throughout the organization?
A) Firms with performance-focused cultures have more positive performance than those with a maintenance-orientation culture.
B) In firms with a performance-focused culture, performance appraisal activities are seen as having few ties to performance and are primarily regarded as a "bureaucratic exercise."
C) Firms with performance-focused cultures do not usually provide training to managers and employees.
D) In firms with a performance-focused culture, adequate performance and stability dominate the firm.
Q3) What is multisource rating?
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12
Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) The home-country-based approach compensates the expatriate at the same level as workers from the country where the expatriate has been sent from the headquarter.
A)True
B)False
Q2) Define broadbanding.
Q3) Describe the different methods of job evaluation.
Q4) Which of the following statements is true of the expectancy theory?
A) This theory emphasizes the importance of finding valued rewards for the employee.
B) This theory of motivation was first introduced by John Stacey Adams in 1963.
C) This theory states that individuals judge fairness in compensation by comparing their inputs and outcomes against the inputs and outcomes of referent others.
D) This theory is applicable only to flat organizations with little or no formal structure.
Q5) Describe the entitlement philosophy of employee compensation.
Q6) Define competency-based pay.
Q7) Define compensable factor.
Q8) What is a lump-sum increase?
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Chapter 12: Variable Pay and Executive Compensation
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Q1) _____ is a compensation typically computed as a percentage of sales in units or dollars.
A) Severance pay
B) Wage
C) Basic salary
D) Commission
Q2) The focus of gainsharing is to _____.
A) decrease discretionary efforts
B) decrease pay variances
C) increase discretionary efforts
D) increase pay variances
Q3) Which of the following statements is true of group/team incentives?
A) They ensure that members of a group are not put under social pressure.
B) They are always distributed equally among team members.
C) They can foster cohesiveness among team members.
D) They are in the form of cash bonuses and cannot be given in the form of nonmonetary incentives.
Q4) Cost reduction is classified as a work unit/team incentive.
A)True
B)False
Page 14
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Chapter 13: Managing Employee Benefits
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Q1) Divorced spouses and dependent children of former or current employees should be offered extended health care coverage under the COBRA.
A)True
B)False
Q2) Which are the two important U.S. laws that govern issues related to the protection of the health of former workers?
Q3) A company that has been providing generous defined benefit pension plans to all its retirees for the past 50 years is now facing bankruptcy and is unable to pay the pension amount. Which of the following statements is true of the given scenario?
A) The PBGC will pay the retiree benefits from the solvency fund.
B) The company must decrease the amount of pension payments based on the available amount of money in the pension fund.
C) The employees will have to forfeit their pension benefits.
D) The company can suspend pension payments until the pension fund has been fully recovered.
Q4) Elaborate on the two main types of retirement benefits.
Q5) How much are employees expected tocontribute to company health plans?
Q6) Define the concepts of vesting and portability.
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Chapter 14: Risk Management and Worker Protection
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Q1) The individual approach to safety is based on the assumption that if work settings and equipment are designed well, the number of accidents in a company can be brought down.
A)True
B)False
Q2) Who among the following is not covered under the Occupational Safety and Health Act of 1970?
A) A farmer with eight employees working for him
B) A bakery with 50 employees working for it
C) A construction company with 100 employees working for it
D) A steel-manufacturing company with 2000 employees working for it
Q3) Sam, a product development manager, and his team are in the process of designing ergonomic desks that would help the employees in their organization work effectively without any discomfort or physical ailments. Which of the following approaches is being used by Sam's organization for safety management?
A) The systems approach
B) The engineering approach
C) The organizational approach
D) The individual approach
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Page 16
Chapter 15: Employee Rights and Responsibilities
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Q1) An employer is guilty of _____ if an employee is terminated for reasons that are illegal or improper.
A) wrongful discharge
B) dysfunctional turnover
C) voluntary turnover
D) deconstructive discharge
Q2) An individual's right to freedom of speech, which isgranted by the U.S. Constitution, is unrestricted in the workplace.
A)True
B)False
Q3) For separation agreements to be legally enforceable, the consideration is usually additional benefits that are not part of a normal termination package.
A)True
B)False
Q4) The Drug-Free Workplace Act of 1988_____.
A) covers all intoxicating substances, including alcohol
B) requires government contractors to take steps to eliminate employee drug use
C) covers the use of illegal substances both on-the-job and off-the-job
D) applies only to private sector employers
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Chapter 16: Union/Management Relations
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Q1) What is the role of collective bargaining in union/management relations? Describe the collective bargaining process.
Q2) Jim, a unionized employee, takes part in an unfair labor practices strike called by his union. After the strike, Jim finds out that his company has hired another employee to take his place. Can the management use a replacement?
Q3) During a contract negotiation, the management of Wild Mist Inc. and its employee union fail to reach an agreement on an issue related to retirement benefits. A neutral third party is called in to come up with a solution, make the necessary decisions, and reach a settlement. The process used by the third party in the given scenario is referred to as_____.
A) fact-finding
B) conciliation
C) arbitration
D) mediation
Q4) Unions must always report how much money they utilize forpolitical activity and lobbying.
A)True
B)False
Q5) What are the advantages of a union grievance procedure?
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