Strategic Human Resource Management Study Guide
Questions
Course Introduction
Strategic Human Resource Management explores the alignment between an organizations overall strategy and its human resource policies and practices. The course examines how HR functions such as recruitment, selection, training, performance management, and employee relations can be leveraged to achieve long-term business objectives and sustain competitive advantage. Through case studies and contemporary examples, students learn to analyze how external and internal factors influence HR strategies, evaluate metrics for HR success, and develop strategic plans that foster organizational growth and adaptability. The course emphasizes a proactive approach to managing talent as a critical asset in dynamic business environments.
Recommended Textbook
Human Resource Management 5th Edition by Lawrence Kleiman
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15 Chapters
1500 Verified Questions
1500 Flashcards
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Page 2
Chapter 1: Human Resource Management and Competitive Advantage
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) _____ refers to efforts by organizations to reduce the number of social categories to diminish the "us" versus "them" thinking.
A) Wage compression
B) Cross-utilization
C) Symbolic egalitarianism
D) Overarching philosophy
Answer: C
Q2) The enactment of federal, state, and local laws that regulate workplace behavior have not radically changed most human resource management practices during the last 40 years.
A)True
B)False
Answer: False
Q3) Which of the following phases of the employment cycle involves planning practices?
A) Preselection
B) Selection
C) Postselection
D) Compensation
Answer: A
Page 3
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Chapter 2: Understanding the Legal and Environmental
Context of Hrm
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100 Flashcards
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Sample Questions
Q1) An invisible barrier in many organizations that has hindered the advancement of women and minorities is called the glass ceiling.
A)True
B)False
Answer: True
Q2) Subcategories of people within each protected classification are referred to as:
A) protected categories.
B) protected divisions.
C) protected groups.
D) protected sects.
Answer: C
Q3) In cases of intentional discrimination, the total damages shall not exceed ____ for firms employing 201-500 employees.
A) $50,000
B) $100,000
C) $200,000
D) $300,000
Answer: C
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Chapter 3: Planning for Human Resources
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Sample Questions
Q1) ____ are usually responsible for gathering and inputting information into the HRIS and for maintaining the system as employee records change.
A) HR professionals
B) Marketing managers
C) Line managers
D) Supervisors
Answer: A
Q2) A human resource information system (HRIS) can reduce paperwork and cut administrative cost.
A)True
B)False
Answer: True
Q3) A line manager's people skills are not important when it comes to managing an empowered workforce.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Analyzing Jobs
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Sample
Questions
Q1) The rationale of ____ is that the principal objective of job analysis procedures should be the determination of requirements that are crucial in carrying out important parts of the job assigned in a significant number of instances.
A) versatile job analysis system
B) critical incident technique
C) position analysis questionnaire
D) ability requirements approach
Q2) If the purpose of conducting job analysis is to develop a written employment test to assess job applicants' knowledge of the job, the analyst should target information about the specific tasks of the job and the knowledge required to perform each task.
A)True
B)False
Q3) Explain the more commonly used special-purpose job description format approaches.
Q4) The F-JAS is rarely used for employee selection.
A)True
B)False
Q5) Explain job content, job context, and worker requirements.
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Chapter 5: Recruiting Applicants
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100 Flashcards
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Sample Questions
Q1) Computerized career progression systems help an organization fill vacancies more quickly.
A)True
B)False
Q2) Applicants quickly become disenchanted with their jobs because of high expectations and may leave the organization if they are given ____ job previews.
A) realistic
B) unrealistic
C) practical
D) impractical
Q3) Advantages of internal recruitment over external recruitment include all the following except:
A) the qualifications of internal candidates are already well known to the employer.
B) internal recruitment is less expensive.
C) internal recruitment helps fill job openings more quickly.
D) internal candidates require more orientation and training.
Q4) What are the goals of an effective recruiting program?
Q5) Describe how to write an effective help-wanted ad.
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Page 7
Chapter 6: Selecting Applicants
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Sample Questions
Q1) Employers are prohibited from harassing job applicants because of their national origin.
A)True
B)False
Q2) The age discrimination guidelines state that an employment practice that has a disparate impact on individuals protected under the Age Discrimination in Employment Act is unlawful unless it can be justified by a(n):
A) BFOQ defense.
B) business necessity.
C) job-relatedness.
D) undue hardship.
Q3) The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.
A)True
B)False
Q4) The reliability of a measure refers to its consistency.
A)True
B)False
Q5) Explain the uses of a completed application blank.
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Chapter 7: Training and Developing Employees
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Sample Questions
Q1) Which of the following types of training can be used to present prerecorded content to demonstrate a point, such as showing an operating procedure to a surgeon?
A) Job instruction training
B) On-the-job training
C) Video training
D) Case method
Q2) Deciding how to maximize participant learning is the first step in the instructional process.
A)True
B)False
Q3) A knowledge deficiency occurs when an employee fails to perform well despite knowing how to do the job.
A)True
B)False
Q4) Behavior modeling is based on the idea that workers learn best when they see how a task should be performed and then practice the task with feedback until they are competent.
A)True
B)False
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Chapter 8: Appraising Employee Job Performance
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Sample Questions
Q1) Central tendency error occurs when an appraiser purposely avoids giving extreme ratings even when such ratings are warranted.
A)True
B)False
Q2) ____ occur when appraisers purposely avoid giving extreme ratings even when such ratings are warranted.
A) Severity errors
B) Central tendency errors
C) Leniency errors
D) Halo effect
Q3) Which type of error occurs as a result of memory decay?
A) Leniency errors
B) Recency errors
C) Severity errors
D) Central tendency errors
Q4) If the points on a graphic rating scale are not clearly defined, accurate ratings are not likely to be achieved.
A)True
B)False
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Chapter 9: Determining Pay and Benefits
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Sample Questions
Q1) A skill-based pay system is based on the assumption that workers who acquire additional skills can make a greater contribution to the organization and, consequently, should be paid more.
A)True
B)False
Q2) The development and administration of a company's compensation system is primarily the responsibility of the HRM department.
A)True
B)False
Q3) After the pay practices of other companies have been identified using a salary survey, an organization sets a ____ stipulating how well it will pay its employees relative to the market.
A) pay policy
B) pay structure
C) pay range
D) pay grade
Q4) Describe how people judge the equity of their pay.
Q5) Describe the legal constraints on pay practices.
Q6) Discuss the various benefit options that a company may offer to its employees.
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Chapter 10: Implementing Productivity Improvement Programs
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Sample Questions
Q1) Gainsharing plans tend to be more cost effective than merit pay plans because gainsharing payments represent:
A) fixed costs.
B) variable costs.
C) sunk costs.
D) average costs.
Q2) Unfair administration of pay-for-performance programs create legal problems by violating:
A) the Employee Benefit Protection Act.
B) the National Labor Relations Act.
C) Title VII of the Civil Rights Act.
D) the Fair Labor Standards Act.
Q3) Characteristics of jobs that enhance intrinsic motivation include all but which of the following?
A) Piece rate pay
B) Skill variety
C) Autonomy
D) Feedback
Q4) Describe the techniques that a company can use for enriching a job.
Page 12
Q5) Briefly describe three types of pay-for-performance programs.
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Chapter 11: Complying With Workplace Justice Laws
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Sample Questions
Q1) Fetal protection policies have been held to be legal even when they have a discriminatory impact on women.
A)True
B)False
Q2) A decision to discharge an employee is discriminatory if it is influenced by the employee's:
A) union membership.
B) on-the-job behavior.
C) ability to perform the job.
D) protected group membership.
Q3) Empirical studies indicate that organizational efforts to protect workers from arbitrary treatment and to ensure their basic rights enhance ____ because workers view them as an expression of the organization's concern for their well-being.
A) organizational behavior
B) organizational citizenship
C) organizational commitment
D) organizational effectiveness
Q4) Describe how to conduct a disciplinary conference.
Q5) Describe the exceptions to the employment-at-will doctrine.
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Chapter 12: Understanding Unions and Their Impact on Hrm
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100 Flashcards
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Sample Questions
Q1) Employers may do all but which of the following during a union election campaign?
A) Communicate to employees their preference for staying nonunion.
B) Hold captive-audience speeches on company premises.
C) Impose a no-solicitation rule that forbids employees from discussing union matters on break time.
D) Allow supervisors to campaign on behalf of management by holding union-related discussions with small groups of workers.
Q2) In a ____ response to resolve interpersonal conflicts, the manager attempts to resolve the conflict by searching for a solution that mutually benefits all parties concerned.
A) collaboration
B) competition
C) compromise
D) consent
Q3) ____ is the final step in virtually all union grievance procedures.
A) A strike
B) A walk out
C) Mediation
D) Arbitration
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Page 14
Chapter 13: Meeting Employee Safety and Health Needs
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Sample Questions
Q1) ____ provide employees with physical fitness facilities, on-site health screening, and programs to help them quit smoking, manage stress, and improve nutritional habits.
A) Drug-Free Workplace Programs
B) National Labor Relations Programs
C) Employer Assistance Programs
D) Employee Wellness Programs
Q2) Companies with fewer than ____ employees are exempt from OSHA inspections.
A) 10
B) 15
C) 20
D) 30
Q3) What is a manager's role in ensuring employee safety? How is it different from ensuring employee health? Explain.
Q4) Which of the following processes help employers focus on prevention of unsafe acts that could lead to accidents?
A) Safety audits
B) Safety training
C) Safety workshops
D) Safety incentive programs
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Chapter 14: Establishing Hrm Practices in Foreign Countries
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Sample Questions
Q1) Describe the advice you would give to a manager assigned to a position in Japan.
Q2) Describe the components of an effective expatriate training program.
Q3) All but which of the following are guidelines that should be followed when eating with clients in Japan?
A) Use chopsticks to create a good impression with the hosts.
B) Do not put soy sauce or any other kind of sauce on the rice.
C) Stick the chopsticks into the leftover rice in the bowl so that they stand up by themselves.
D) Use toothpicks by covering the hand holding the toothpick with the other hand.
Q4) Knowledge of ____ allows us to predict fairly accurately how others should behave in a variety of situations.
A) culture
B) language
C) currency
D) geography
Q5) Describe some of the issues that U.S. managers must consider while developing training programs and compensation systems in foreign locations.
Q6) Describe advice you would give to a manager assigned to a position in Mexico.
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Chapter 15: Working in the Hrm Field
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Sample Questions
Q1) Benefits derived from effective HRM practices are often difficult to translate into dollars and cents.
A)True
B)False
Q2) Individuals that focus on a particular set of HRM tasks are called:
A) HR associates.
B) HR specialists.
C) HR generalists.
D) HR assistants.
Q3) Certification as PHR or SPHR involves passing a comprehensive exam covering all but which of the following topics?
A) Strategic management
B) Labor relations
C) Legal compliance
D) Risk management
Q4) To provide input on important management decisions, HR professionals must become more knowledgeable of areas traditionally outside the HRM realm.
A)True
B)False
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