Strategic Human Resource Management
Exam Solutions
Course Introduction
Strategic Human Resource Management examines the integration of human resource strategies with overall organizational goals to improve business performance and create a competitive advantage. The course explores topics such as workforce planning, talent management, performance appraisal, reward systems, employee relations, and the impact of globalization on HR practices. Students will analyze how aligning HR policies with business strategy drives organizational success, and will review case studies to better understand the role of HR in shaping corporate strategy, fostering innovation, and managing change in dynamic environments.
Recommended Textbook
Human Resource Management 15th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) Personnel activities associated with human resource management most likely include all of the following EXCEPT ________.
A)orienting and training new employees
B)appraising employee performance
C)building employee commitment
D)developing customer relationships
Answer: D
Q2) ________ refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad.
A)Expansion
B)Globalization
C)Export growth
D)Diversification
Answer: B
Q3) Staff managers have staff authority which enables them to issue orders down the chain of command unlike line managers.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) The ________ gives all persons the same right to make and enforce contracts and to benefit from the laws of the land.
A)Fifth Amendment
B)Civil Rights Act of 1866
C)Title VII of the 1964 Civil Rights Act
D)Thirteenth Amendment
Answer: B
Q2) Employers most frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender compared to other protected class types.
A)True
B)False
Answer: False
Q3) The 13th Amendment to the U.S. Constitution addresses the subject of ________.
A)due process
B)slavery
C)private property
D)trial by jury
Answer: B
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) A company's ________ strategy identifies how to build and strengthen the business's long-term competitive position in the marketplace.
A)functional
B)corporate-level
C)horizontal
D)competitive
Answer: D
Q2) What tool might be best used to assess recruitment effectiveness?
A)computerized applicant tracking systems
B)benchmarking
C)data mines
D)strategy map
Answer: A
Q3) Critical human resource tasks during mergers and acquisitions include all the following EXCEPT:
A)retaining key talent
B)merging the firms' cultures
C)choosing top management
D)enforcing current rules
Answer: D
Page 5
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Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) Which of the following indicates the division of work within a firm and the lines of authority and communication?
A)process chart
B)employee matrix
C)organization chart
D)corporate overview
Q2) Studies suggest that employees are more likely to describe their job duties in the form of simple task statements instead of as ability statements during job analysis interviews.
A)True
B)False
Q3) Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility?
A)employee compensation
B)organizational culture
C)annual training requirements
D)OSHA and EEO compliance
Q4) What is the difference between job enlargement, job rotation, and job enrichment?
Page 6
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) All of the following are common concerns that have been expressed to researchers by temporary employees EXCEPT ________.
A)being in compliance with equal employment laws
B)feeling insecure about their employment situation
C)worrying about the lack of insurance benefits
D)being treated impersonally by employers
Q2) What is the primary purpose of an applicant tracking system?
A)sorting resumes based on an applicant's years of work experience
B)generating advertisements for attracting and gathering applicants
C)assisting employers in attracting, screening, and managing applicants
D)assisting recruiters with locating internal applicants for key positions
Q3) Pablo wants to figure out likely future employment needs for Slate Industries by examining past organizational employment needs of the company. This is an example of:
A)a qualification inventory
B)ratio analysis
C)succession planning
D)trend analysis
Q4) What tools are available for projecting personnel needs? Provide your answer in a brief essay.
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) With the work sampling technique, applicants are ________.
A)asked to submit examples of projects they have completed for other employers
B)tested on their ability to perform several tasks crucial to performing the job of interest
C)tested on their ability to perform a range of tasks related to several positions in a firm
D)given video-based situational interviews to assess their critical thinking skills
Q2) The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.
A)True
B)False
Q3) As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which of the following is most likely being measured by UPS?
A)interpersonal skills
B)cognitive skills
C)physical abilities
D)achievements
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8
Chapter 7: Interviewing Candidates
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Sample Questions
Q1) Which of the following traits is most likely to be assessed accurately during an interview?
A)intelligence
B)agreeableness
C)conscientiousness
D)emotional stability
Q2) Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.
A)True
B)False
Q3) What are some considerations and parameters an employer should do in developing and extending a job offer?
Q4) What three ways can selection interviews be classified? How does each classification affect an interview?
Q5) In a stress interview, the interviewer seeks to make the applicant uncomfortable with rude questions.
A)True
B)False
Q6) What are profiles? What role do profiles play in the employee selection process?
Page 9
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Chapter 8: Training and Developing Employees
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Sample
Questions
Q1) Which of the following best describes the first step in a performance analysis?
A)comparing a person's actual performance to the ideal performance
B)investigating employee-related customer complaints
C)evaluating supervisor performance reviews
D)conducting job knowledge assessments
Q2) John is doing is doing a training method to learn a new job where there are sequence of steps he is supposed to learn step-by-step. This method is called:
A)task analysis
B)job instruction training (JIT)
C)informal learning
D)job rotation
Q3) Trainees should be provided adequate practice and be allowed to work at their own pace during a training session in order to ________.
A)screen applicants based on ability
B)transfer skills more easily to the job
C)reduce training costs
D)determine appropriate pay scales
Q4) Describe elements of computer-based training and why it can be effective.
Q5) What is programmed learning and why is it used in organizations?
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.
A)True
B)False
Q2) Which performance appraisal tools require a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?
A)alternation ranking
B)paired comparison
C)critical incident
D)graphic rating
Q3) What is the first step of any performance appraisal?
A)giving feedback
B)setting work standards
C)making plans to provide training
D)assessing the employee's performance
Q4) Top employees often outperform the average or poor employees by as much as 100%.
A)True
B)False
Q5) Describe the four basic types of appraisal interviews.
Page 11
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) The rate at which employees leave a firm is best known as ________.
A)downsizing
B)retirement
C)turnover
D)retention
Q2) The barriers for women to advance at work are referred to as the glass ceiling because federal legislation has enabled women to earn an equal number of top-level positions as men.
A)True
B)False
Q3) All of the following are the role of the employer in an employee's career development EXCEPT ________.
A)communicating policies and procedures
B)analyzing interests, values, and skills
C)providing performance feedback
D)offering a variety of career paths
Q4) In a brief essay, discuss the roles and responsibilities of managers, mentors, and coaches in an employee's career development.
Q5) How can firms benefit from retirement planning programs?
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) External equity refers to ________.
A)how a job's pay rate in one company compares to the job's pay rate in other companies
B)the fairness of an individual's pay as compared to a co-worker's pay for the same job
C)the perceived fairness of the processes and procedures used to make decisions about compensation
D)the use of salary surveys and job evaluation comparisons to monitor pay levels within an industry
Q2) Which of the following terms refers to pay in the form of financial benefits, such as insurance?
A)direct financial payments
B)out-of-pocket expenses
C)indirect financial payments
D)sales commissions
Q3) Which of the following best describes the point method of job evaluation?
A)ranking each job relative to all other jobs based on pay grade
B)categorizing jobs into grades and classes based on specific rules
C)deciding which jobs have a higher number of compensable factors
D)identifying and quantifying the compensable factors present in a job
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Page 13
Chapter 12: Pay for Performance and Financial Incentives
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Sample Questions
Q1) Which of the following is NOT a type of gainsharing plan?
A)Improshare
B)Lincoln
C)Rucker
D)Roth
Q2) The Scanlon plan is an early version of a ________ plan, an incentive plan that engages employees in a common effort to achieve productivity objectives.
A)performance achievement
B)golden parachute
C)gainsharing
D)variable pay
Q3) What is the Sarbanes-Oxley Act? How does it affect incentive plans? Do you support the legislation? Why or why not?
Q4) Lump sum merit increases can be a more significant motivator than traditional merit pay because the amount seems greater when received all at once.
A)True
B)False
Q5) Explain the advantages and disadvantages of using piecework as a pay plan.
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Chapter 13: Benefits and Services
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Sample Questions
Q1) When employers offer domestic partner benefits to employees, it means that employees' same-sex domestic partners are eligible to receive the same benefits as do the husband, wife, or legal dependent of one of the firm's employees.
A)True
B)False
Q2) A plan that contains a formula for determining retirement benefits is known as a
A)defined contribution pension plan
B)defined benefit pension plan
C)cash balance plan
D)401(k)plan
Q3) Since leaves associated with the Family and Medical Leave Act do not require employers to pay salaries, employers are not financially affected.
A)True
B)False
Q4) Disability insurance provides income protection for salary loss due to illness or accident.
A)True
B)False
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Chapter 14: Building Positive Employee Relations
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Sample Questions
Q1) The fair treatment of job applicants by HR managers leads to applicants having favorable opinions about the selection procedure and the organization.
A)True
B)False
Q2) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech's top executives are evaluating the firm's hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment. Health-Tech's HR department has devised a brief ethics test for employees to use when determining if their actions match Health-Tech's code of conduct. Which of the following questions is LEAST likely to be included on the ethics test?
A)What Health-Tech employees will be affected by my actions?
B)Will my actions reflect negatively on the image of Health-Tech?
C)Would I perform this action if I worked for a Health-Tech competitor?
D)Is the action I am about to perform on behalf of Health-Tech a legal one?
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Page 16
Chapter 15: Labor Relations and Collective Bargaining
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Sample Questions
Q1) What is the first step in the union drive process?
A)obtaining authorization cards from employees
B)making initial contact with employees
C)holding an initial organization hearing
D)campaigning for employee votes
Q2) Weekly earnings of union members are much higher than those of nonunion workers.
A)True
B)False
Q3) Fact finding seeks to end an impasse by ________.
A)assisting the principals in reaching an agreement
B)studying the issues and making a public recommendation
C)interpreting and analyzing existing contract terms
D)communicating assessments of the likelihood of a strike
Q4) Union tactics designed to impede or disrupt production by encouraging employees to slow the pace of work, refuse to work overtime, and participate in sick-outs are called
A)inside games
B)lockouts
C)injunctions
D)strikes
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Chapter 16: Safety, Health, and Risk Management
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Sample Questions
Q1) During the evaluation stage of industrial hygiene, a facility's health and safety officers interview employees and conduct a facility survey.
A)True
B)False
Q2) Which of the following accounts for one-third of all industrial accidents?
A)forklifts and wheelbarrows
B)woodworking machines
C)pulleys and flywheels
D)ladders and scaffolds
Q3) Which of the following will most likely increase as a result of employees experiencing significant job stress?
A)retirements
B)punctuality
C)health care costs
D)work quality
Q4) An occupational illness is any abnormal condition or disorder caused by exposure to environmental factors associated with employment.
A)True
B)False
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Chapter 17: Managing Global Human Resources
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Sample Questions
Q1) Varying departure and arrival times when working in a foreign country can minimize a business traveler's chances of becoming a crime victim.
A)True
B)False
Q2) Peter is a German citizen working as a manager for Siemens in Freiberg, Germany. Siemens has facilities all over the world but its headquarters is in Germany. Peter is best categorized as a(n)________.
A)expatriate
B)third-country national
C)home-country national
D)host-country national
Q3) According to research, all of the following will most likely help spouses of expatriates adjust to living in foreign countries EXCEPT ________.
A)close family relationships
B)pre-school age children
C)scheduled vacations
D)language training
Q4) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Small and Entrepreneurial Firms
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Sample Questions
Q1) Approximately what percentage of small businesses have career development programs?
A)12%
B)50%
C)72%
D)90%
Q2) Training programs at most small firms can best be described as ________.
A)systematic
B)nonexistent
C)expensive
D)informal
Q3) Which of the following is a true statement regarding SIMPLE IRAs?
A)SIMPLE IRAS require employees to make contributions each month.
B)Employer contributions to SIMPLE IRAS are not tax deductible.
C)Employers usually handle the IRS paperwork for SIMPLE IRAs.
D)SIMPLE IRAs have low administrative costs.
Q4) The simplicity of SIMPLE IRAs makes them appropriate for small businesses with 100 or fewer employees.
A)True
B)False
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