Strategic Human Resource Management
Test Preparation
Course Introduction
Strategic Human Resource Management focuses on the alignment of human resource policies and practices with an organizations overall strategy and objectives. This course explores the role of HR as a strategic partner in enhancing organizational performance, emphasizing workforce planning, talent management, leadership development, and organizational change. Students will analyze how external factors such as globalization, technological advancements, and labor market trends influence HR strategies. Through case studies and practical applications, learners gain the skills to develop and implement effective HR strategies that support sustainable competitive advantage.
Recommended Textbook
Human Resource Management 15th Edition by Robert L. Mathis
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16 Chapters
1604 Verified Questions
1604 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/4326
Sample Questions
Q1) Identify the Human Resource Certification Institute (HRCI) certifications.
Answer: The most widely known HR certifications are the Professional in Human Resources (PHR), the Senior Professional in Human Resources (SPHR), and the Global Professional in Human Resources (GPHR), all sponsored by the Human Resource Certification Institute (HRCI).
Q2) Which of the following is arisk faced by organizations that have volunteering programs?
A) Employees might not volunteer.
B) Volunteers might have to travel to a distant location.
C) Skilled employees might be hard to replace while they are volunteering.
D) Volunteers might have to pay to participate in the volunteer program.
Answer: C
Q3) Define human capital.
Answer: Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.
Q4) A written corporate code of ethics encourages ethicalbehavior among employees.
A)True
B)False
Answer: True
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Chapter 2: Human Resources Strategy and Planning
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Define severance benefits.
Answer: Severance benefits are temporary payments made to laid-off employees to ease the financial burden of unemployment.
Q2) Define forecasting.
Answer: Forecasting uses information from the past and the present to identify expected future conditions.
Q3) Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice.
A)True
B)False
Answer: True
Q4) Define strategic HR management.
Answer: Strategic HR management refers to the use of Human Resource management practices to gain or keep a competitive advantage.
Q5) Implementing the strategy is typically the last step in the strategic planning process. A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Samantha, a senior manager at OfficeBoxes, discovered that her salary is lower than a male senior manager's salary. After consulting a human resources employee, she learned thata difference in pay between men and women is permitted by the Equal Pay Act of 1963 if the pay difference is based on a_____.
A) difference in performance
B) difference in life stage
C) difference in ethnicity
D) difference in religious beliefs
Answer: A
Q2) A quid pro quo harassment exists when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
A)True
B)False
Answer: False
Q3) Explain the concept of status-blind employment decisions.
Answer: Status blind is a concept that emphasizes that differences among people should be ignored and everyone should be treated equally.
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Chapter 4: Workforce, Jobs, and Job Analysis
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100 Flashcards
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Sample Questions
Q1) A self-directed team is formed to address specific problems, improve work processes, and enhance the overall quality of products and services.
A)True
B)False
Q2) Define labor force participation rate.
Q3) Work is effort directed toward accomplishing results.
A)True
B)False
Q4) Contingent workers are full time employees.
A)True
B)False
Q5) What is work life balance?
Q6) By 2020, which of the following groups will have the highest labor force participation rate?
A) 16-24 year olds
B) 25-54 year olds
C) 55-64 year olds
D) 65-74 year olds
Q7) Describe the components of a job description.
Q8) Explain the legal aspects of job analysis.
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Chapter 5: Individual/Organization Relations and Retention
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100 Flashcards
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Sample Questions
Q1) What areas are included in calculating detailed turnover costs?
Q2) According to Maslow, after a person fulfilled his or her safety needs, he would immediately proceed to fulfill his_____.
A) physiological needs
B) belonging needs
C) actualization needs
D) esteem needs
Q3) What are the five main drivers of retention?
Q4) Jane quit Cover Corp. without completing a high-priority project that she was handling. Due to her unavailability, the four remaining members of her team had to work overtime and they demanded adequate compensation to justify their extra hours of work. In this case, the amount subsequently paid to them best exemplifies_____.
A) separation costs
B) vacancy costs
C) replacement costs
D) training costs
Q5) Why are employee surveys an important part of retention assessment?
Q6) Describe a few causes of voluntary turnover.
Q7) Explain why some companies use the no-fault policyto address absenteeism.
Page 7
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Chapter 6: Recruiting and Labor Markets
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100 Flashcards
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Sample Questions
Q1) Which of the following is the best way in which recruiters can easily and accurately track responses to advertisements in various media?
A) Use only a few selected media.
B) Ask applicants where they learned of the position.
C) Ask applicants which media they found most effective.
D) Use different contact names, e-mail addresses, or phone number codes in each ad.
Q2) Describe some of the common external recruiting sources.
Q3) A passive job seeker is one who_____.
A) seeks a job merely because it is a requirement of receiving unemployment compensation
B) conducts a haphazard and unplanned job search
C) has a good job and is not actively looking to change jobs
D) is an employed individual who is not satisfied with his or her current job
Q4) Blogging creates enough possible legal concerns that regulations may be implemented by the U.S. Federal Trade Commission.
A)True
B)False
Q5) List the strategic components of effective recruiting.
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Chapter 7: Selecting Human Resources
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) What are the purposes of the application form? What disclaimers should application forms contain?
Q2) Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Based on this information, what type of interview did Patrick attend?
A) Behavioral interview
B) Biographical interview
C) Nondirective interview
D) Situational interview
Q3) The selection process for an international assignment should provide a realistic picture of the life, work, and culture to which the employee may be sent.
A)True
B)False
Q4) Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.
A)True
B)False
Q5) What purposes do application forms serve?
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Chapter 8: Training Human Resources
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100 Flashcards
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Sample Questions
Q1) Simulations seek to reproduce parts of the real world so they can be experienced, manipulated, and learning can occur.
A)True
B)False
Q2) What is an orientation program? Why is it important?
Q3) Explain the term adult learning. Discuss some of the principles for designing training for adults.
Q4) In the context of training, self-efficacy refers to_____.
A) a person's desire to learn training content
B) a trainer's belief that the learners possess the basic skills required to learn new tasks
C) the perceived ability of the instructor to transfer the knowledge to the student
D) a person's belief that he/she can successfully learn the training program content
Q5) What are the main purposes of effective orientation?
Q6) Like apprenticeships, internships are a type of cooperative training.
A)True
B)False
Q7) Explain how an organization can be a source for analyzing training needs.
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Chapter 9: Talent, Careers, and Development
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100 Flashcards
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Sample Questions
Q1) One purpose of employee development is to help employees improve skills that they might not be able to improve in their ordinary life experiences.
A)True
B)False
Q2) An automated talent management system helps in avoiding the termination of talented employees.
A)True
B)False
Q3) As a development technique, the best lateral transfers_____.
A) facilitate upward career progress in the organization
B) encourage employees to learn new skills that increase their marketability
C) encourage the redundant employee to leave the company voluntarily without being terminated
D) provide a monetary incentive for taking on new work
Q4) Why does the development of certain competencies require lifelong learning?
Q5) As companies become larger, the benefits of informal succession planning become greater.
A)True
B)False
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Chapter 10: Performance Management and Appraisal
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100 Flashcards
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Sample Questions
Q1) The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.
A)True
B)False
Q2) Describe performance-focused organizational cultures.
Q3) Define performance standards.
Q4) Describe the appraisal interview.
Q5) In the performance-driven organizational culture, employee rewards vary little from person to person and are not much based on individual performance differences.
A)True
B)False
Q6) In the critical incident method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.
A)True
B)False
Q7) Define performance management. What should a performance management system do?
Page 12
Q8) Discuss the administrative and developmental uses of performance appraisals.
Q9) Describe the administrative uses of performance appraisals.
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Chapter 11: Total Rewards and Compensation
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100 Flashcards
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Sample Questions
Q1) _____ occurs when a creditor obtains a court order that directs an employer to set aside a portion of an employee's wages to pay a debt owed to the creditor.
A) Liquidation
B) Sequestration
C) Garnishment
D) Distraint
Q2) Describe performance-based pay increases.
Q3) 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.
Q4) Differentiate between exempt employees and nonexempt employees.
Q5) What is a lump-sum increase?
Q6) Describe the various components of compensation.
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Which of the following statements is true of the salary-only approach?
A) The salary-only approach is useful when an organization emphasizes serving and retaining existing accounts.
B) The salary-only approach is useful when an organization emphasizes on generating new sales and accounts.
C) The salary-only approach is useful only when an organization is compensating experienced sales executives.
D) The salary-only approach is not useful in compensating sales representatives who are new to a job.
Q2) Describe the different types of work unit/team incentives.
Q3) Employee stock ownership plan is a plan designed to give employees significant stock ownership by their employers.
A)True
B)False
Q4) In a straight piece-rate system, wages are determined by_____.
A) dividing the number of units produced by the piece rate for one unit
B) multiplying the number of units produced by the piece rate for one unit
C) adding the piece rate for one unit by the number of units produced
D) dividing the piece rate for one unit by the number of units produced
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Research has shown that absenteeism because of illness is lower when employees are not paid for sick time.
A)True
B)False
Q2) What is workers' compensation? Explain.
Q3) Arexa, a toy manufacturing company allows its employees to select the benefits that they would like to attain from a list of options established by the company. What are such benefit plans called? What are the advantages and disadvantages of using such benefit plans?
Q4) Most benefits, except for paid time off, are taxed as income to employees.
A)True
B)False
Q5) Developed nations are far more likely to provide compulsory, government-sponsored health plans for all citizens.
A)True
B)False
Q6) How do employee benefits provide competitive advantage to employers?
Q7) How much are employees expected tocontribute to company health plans?
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Q8) How is the provision of benefits rather than wages advantageous for employees?
Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) Federal child labor laws have set the minimum age as 21 for all hazardous occupations.
A)True
B)False
Q2) OSHA mandates that in chemical industries, MSDSs be made available ony to the management.
A)True
B)False
Q3) Carol, an HR executive, rarely conducts a thorough background check on the employees she hires. How could this practice affect her company?
Q4) As part of PSM standards, hazard communication standards require employers who use hazardous chemicals to_____.
A) limit the amount of time an employee can work with chemicals
B) provide information about hazardous substances to employees
C) provide supplemental medical insurance for employees working with chemicals
D) allow employees to opt out of jobs using chemicals in exchange for other duties
Q5) What are the four categories of recordable injury defined byOSHA?
Q6) How doesOSHA affect recordkeeping practices of an organization?
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Chapter 15: Employee Rights and Responsibilities
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101 Verified Questions
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Sample Questions
Q1) 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
Q2) How does the concept of "just cause" affect employment-related action?
Q3) An individual's right to freedom of speech, which isgranted by the U.S. Constitution, is unrestricted in the workplace.
A)True
B)False
Q4) Describe three alternative dispute resolution (ADR) processes that are commonly used.
Q5) The greatest difficulty with the positive approach to discipline is that_____.
A) employees do not take the process seriously until they reach the final warning stage
B) it needs the managers to take an authoritative approach
C) managers have to be trained extensively to become effective counselors
D) it typically increases the rate of voluntary turnover
Q6) Explain the Drug-Free Workplace Act of 1988.
Q7) How does procedural justice differ from distributive justice?
Page 18
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) Unfair labor practices are illegal actions that employers are prohibited from taking to prevent employees from unionizing.
A)True
B)False
Q2) What are the advantages of a union grievance procedure?
Q3) In the United States, employees in the public sector are more likely to be union members than employees in the private sector.
A)True
B)False
Q4) 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?
Q5) A union is removed as the representative of a group of employees by the process of_____.
A) union busting
B) delisting
C) deunionization
D) decertification
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