Strategic Human Resource Management
Mock Exam
Course Introduction
Strategic Human Resource Management (SHRM) explores the alignment of human resource policies and practices with an organizations overall strategic objectives to drive long-term success. This course examines how HRM functions including recruitment, performance management, development, compensation, and labor relations are crafted and integrated into business strategy to achieve competitive advantage. Students will analyze real-world case studies, consider the roles of leadership and organizational culture, and evaluate the impact of global trends and technologies on human resource strategies. The course equips learners with the essential tools for effectively managing people as valuable assets and making HRM decisions that contribute to organizational performance.
Recommended Textbook
Managing Human Resources 17th Edition by
Scott Snell
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1993 Verified Questions
1993 Flashcards
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Page 2
Chapter 1: The Challenge of Human Resources Management
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Furloughing is a situation in which a firm asks an employee to take time off but the employee is still provided with full pay and benefits.
A)True
B)False
Answer: False
Q2) Reactive changes are strategic changes initiated by managers in response to external forces that have already affected a company's performance.
A)True
B)False
Answer: True
Q3) As an employee advocate,HR managers:
A)formulate and issue policy revisions for employees.
B)listen to employees and represent their needs to management.
C)provide individual orientation and training to every employee.
D)assist employees with labor negotiations.
Answer: B
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Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) The examination of the attitudes and activities of a company's workforce is done using:
A)environmental scanning.
B)trend analysis.
C)cultural audit.
D)behavioral modeling.
Answer: C
Q2) In order to do an effective job at strategic planning managers do all of the following EXCEPT:
A)making forecasts of labor demand.
B)neglecting supply considerations.
C)performing supply analyses.
D)balancing supply and demand considerations.
Answer: B
Q3) Human resource planning (HRP)refers to the process of recruitment and selection that caters to the welfare of an organization's existing employees.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Equal Employment Opportunity and Human Resources Management
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Sample Questions
Q1) Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.
A)True
B)False
Answer: True
Q2) Adverse impact refers to the unintentional rejection for employment,placement,or promotion of a significantly higher percentage of members of a protected class when compared with members of nonprotected classes.
A)True
B)False
Answer: True
Q3) Which of the following employers are covered under the Civil Rights Act of 1964?
A)Organizations hiring Native Americans on or near a reservation
B)Bona fide, tax-exempt private clubs
C)Religious organizations employing persons of a specific religion
D)Labor unions having 15 or more members or employees
Answer: D
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Page 5
Chapter 4: Job Analysis and Job Design
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Sample Questions
Q1) The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and job responsibilities performed by the jobholder that lead to job success.
A)True
B)False
Q2) Job enrichment is touted as helping employees with:
A)self-esteem and job satisfaction.
B)dissatisfaction with pay.
C)employment security.
D)dissatisfaction with benefits.
Q3) In the job characteristics model,task identity refers to the degree to which a job requires completion of a whole and identifiable piece of work.
A)True
B)False
Q4) The job specification section of a job description should include:
A)the skills required to perform the job.
B)the location of the job.
C)the person to whom the jobholder reports.
D)the date of job posting.
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) _____ is the most commonly used search tactic by job seekers and recruiters to make job seekers aware of new positions.
A)Postal advertising
B)Mobile recruiting
C)The Internet
D)The Newspaper
Q2) _____ of the fifty U.S.states maintain an employment agency that administers itsunemployment insurance program.
A)A few
B)About half
C)The majority
D)All
Q3) Effectiveness of recruiters is often the main reason for applicants to select one organization over another.
A)True
B)False
Q4) How can retirees participate in the work force? How can employers accommodate them?
Q5) What are common difficulties faced by dual-career couples?
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Chapter 6: Employee Selection
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Sample Questions
Q1) A ratio of 0.10,for example,means that _____ percent of the applicants will be selected.
A)0.1
B)1
C)10
D)90
Q2) A behavioral description interview is more effective than a situational interview for:
A)lower-level positions.
B)higher-level positions.
C)recent college graduates.
D)first line supervisors.
Q3) A selection model is compensatory if it requires applicants to achieve some minimum level of proficiency on all selection dimensions.
A)True
B)False
Q4) Behavioral description interviews are based on hypothetical situations.
A)True
B)False
Q5) Briefly explain the different types of employment tests.
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Chapter 7: Training and Development
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Sample Questions
Q1) Apprenticeship programs originated in:
A)United States.
B)Europe.
C)Japan.
D)India.
Q2) By far the most common informal method used for training employees is on-the-job training.
A)True
B)False
Q3) By some estimates _____ of employee learning occurs via on the job training.
A)20-30 percent
B)40-50 percent
C)60-70 percent
D)80-90 percent
Q4) Modeling:
A)provides learning through repetition.
B)demonstrates the desired behavior or method to be learnt.
C)sets a road map for the training course, objectives, and learning points.
D)breaks down tasks to facilitate learning.
Q5) Identify and discuss some of the desirable traits of a trainer.
Page 9
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Chapter 8: Performance Management and the Employee
Appraisal Process
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137 Verified Questions
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Sample Questions
Q1) The appraisal interview:
A)should take place in one session in order to give the employee a complete view of his or her performance.
B)can be divided into two sessions, though this is not advisable.
C)is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes.
D)should be held in two segments because the rater must perform the role of both evaluator and counselor.
Q2) Internal customers can provide extremely useful feedback for both developmental and administrative purposes.
A)True
B)False
Q3) A problem with performance appraisal is that it:
A)tends to be objective and consistent.
B)identifies weaknesses of employees as well as strengths.
C)tends to focus on short-term objectives rather than long-term learning.
D)tends to be a bottom-up process.
Q4) Discuss the requirements for a successful management by objectives (MBO)program.
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Q5) What are the four basic considerations for establishing performance standards?
Chapter 9: Managing Compensation
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Sample Questions
Q1) A Bloomberg National Poll showed that more than _____ of Americans thought big bonuses should be banned for Wall Street companies that took taxpayer bailouts.
A)90 percent
B)80 percent
C)85 percent
D)70 percent
Q2) The federal wage law that may require government contractors to pay overtime for work more than eight hours a day is:
A)Equal Pay Act.
B)Davis-Bacon Act.
C)Fair Labor Standards Act.
D)Walsh-Healy Act.
Q3) Equity theory is also referred to as distributive fairness.
A)True
B)False
Q4) Wages paid above the range maximum are called blue square rates.
A)True
B)False
Q5) Discuss some of the common goals of a strategic compensation policy.
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Chapter 10: Pay-For-Performance: Incentive Rewards
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Sample Questions
Q1) Performance of sales people can be affected by all of the following external factors EXCEPT:
A)the sales territory.
B)changes in demand.
C)changes in the sales volume standard.
D)seasonal fluctuations.
Q2) Organizational goals can impact choice of incentive plans.
A)True
B)False
Q3) Which of the following is NOT an advantage of an incentive pay program?
A)Incentives focus employee efforts on specific performance targets.
B)Incentives are a way to increase equity and justice in an organization.
C)Incentives are a way to distribute success among those not responsible for producing that success.
D)Incentives are a means to reward or attract top performers when salary budgets are low.
Q4) The percentage of cash compensation paid out in commissions is called a draw. A)True B)False
Q5) Briefly discuss three individual incentive plans.
Page 12
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Chapter 11: Employee Benefits
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Sample Questions
Q1) A common childcare benefit offered by employers is the dependent care spending account.
A)True
B)False
Q2) Regardless of the medium,which of the following is NOT a general pointer for designing benefits information?
A)Avoid complex language when describing benefits. Clear, concise, and understandablelanguage is a must.
B)Explain the purpose behind a benefit and the value it offers employees. Be up frontabout the pros and cons of different benefit plans.
C)Provide numerous examples to illustrate how a benefit choice might affect differenttypes of employees, depending upon their personal circumstances.
D)Avoid the use of graphics whenever possible to make the information understandable and prevent confusion.
Q3) Employees do not have to pay taxes on the amounts they are reimbursed under a health reimbursement account.
A)True B)False
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13
Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) Eustress is the feeling of anxiety one gets after a strenuous workout.
A)True
B)False
Q2) Low spirits,gloominess,and sadness are frequent symptoms of depression.
A)True
B)False
Q3) Ninety percent of all fatal work injuries involve workers in private industries.
A)True
B)False
Q4) Self-employed workers are not covered under the Occupational Safety and Health Act (OSHA).
A)True
B)False
Q5) The most severe stage of distress is:
A)burnout.
B)shock.
C)back pain.
D)job loss.
Q6) What is the role of supervisors in promoting workplace safety?
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Q7) Compare and contrast the two general types of stress.Include an example of each.
Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) The employment-at-will doctrine states that either employees or their employers may terminate the employment relationship for any reason.
A)True
B)False
Q2) Joint discussion and problem-solving activities to overcome employee misconduct are central to:
A)progressive discipline programs.
B)positive discipline programs.
C)nondirective counseling programs.
D)management-by-objectives programs.
Q3) According to the Weingarten ruling,an employer must bargain with the employee's representative during an investigative interview.
A)True
B)False
Q4) In an organizational setting,discipline should be viewed as a way of correcting poor performance rather than as a punishment.
A)True
B)False
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Page 15
Chapter 14: The Dynamics of Labor Relations
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Sample Questions
Q1) An employer has 150 employees.A certification election was held and 125 employees actually voted.To be granted exclusive representation over all bargaining unit members,the union must receive at least ____ votes.
A)38
B)45
C)63
D)75
Q2) Injunctions are now prohibited to be granted in labor disputes.
A)True
B)False
Q3) Employees indicate their willingness to be represented by a union by signing a(n):
A)stipulation card.
B)agreement card.
C)authorization card.
D)selection card.
Q4) Unionization may restrict the freedom of management in many areas.
A)True
B)False
Q5) List some typical and some progressive clauses found in a labor agreement.
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) A domestic firm,like Honda,General Electric,or Procter & Gamble,that builds on existing capabilities to penetrate overseas markets is an example of a(n)_____ corporation.
A)transnational
B)international
C)multinational
D)global
Q2) The demand for expatriate employees is growing rapidly.
A)True
B)False
Q3) Define and describe the balance sheet approach used by many MNCs to calculate the compensation they wish to offer to their expatriates.
Q4) If General Motors,an American MNC,transferred Karl Hammer,a native German,from his assignment in Bonn to a new assignment in Paris,Karl would then be considered a:
A)home-country national.
B)host-country national.
C)third-country national.
D)first-country national.
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Chapter 16: Creating High-Performance Work Systems
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Sample Questions
Q1) To encourage employees to pursue job outcomes that are in alignment with an organization's goals,managers should link rewards to performance.
A)True
B)False
Q2) Employees who are given timely information about business plans,performance,and strategies are more likely to make good suggestions for improving businesses.
A)True
B)False
Q3) A more egalitarian work environment _____ status and power differences and _____ collaboration and teamwork.
A)lessens; increases B)lessens; decreases C)increases; lessens D)increases; decreases
Q4) Efforts to achieve vertical fit help focus the design of high-performance work systems on strategic priorities.
A)True
B)False
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