Strategic Human Resource Management
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Course Introduction
Strategic Human Resource Management explores the integration of human resource practices with organizational strategy to achieve long-term business objectives. The course examines key concepts such as workforce planning, talent management, performance measurement, and organizational culture, emphasizing how HR professionals contribute to building sustainable competitive advantage. Through case studies and practical examples, students learn to align HR policies with strategic goals, manage change, foster innovation, and address contemporary issues in global talent management. This course prepares students to design and implement HR strategies that drive organizational success in an increasingly dynamic business environment.
Recommended Textbook
Human Resource Management 3rd Edition by
Robert N. Lussier
16 Chapters 1608 Verified Questions
1608 Flashcards
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Page 2
Chapter 1: The New Human Resource Management Process
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Sample Questions
Q1) Miguel's job involves how the organization rewards the people who work for it.He works with salary surveys,benefits management,and incentive programs.Miguel's human resource management specialty is ______.
A) the legal environment
B) compensation and benefits
C) safety and security
D) ethics and sustainability
Answer: B
Q2) At the Acme Global Corporation,the human resources department deals primarily with improving the productivity of the people within the organization.This view of the HR department is consistent with the ______ view of human resource management.
A) present
B) engagement
C) sustainable
D) traditional
Answer: A
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Chapter 2: Strategy-Driven Human Resource Management
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) At Acme Global,the top manager reports to the board of directors.The board is not involved in the day-to-day operations of the organization,but it can hire or fire top management.This represents the influence of ______ in the external environment on the organization.
A) shareholders
B) society
C) technology
D) economics
Answer: A
Q2) Acme Global is seeking information on how to create a plan that will allow it to reach its goals.In doing so,Acme Global is trying to answer which of the following major strategic questions?
A) What is our present situation?
B) Where do we want to go?
C) How do we plan to get there?
D) What should our mission be?
Answer: C
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Chapter 3: The Legal Environment and Diversity Management
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Sample Questions
Q1) The ______ amends Uniformed Services Employment and Reemployment Rights Act to maintain healthcare coverage while away on duty and require employers to post a notice of benefits,duties,and rights of reemployment.
A) Immigration and Nationality Act
B) Veterans Benefits Improvement Act of 2004
C) Rehabilitation Act
D) Civil Rights Act of 1991
Answer: B
Q2) ______ are monetary damages awarded by the court that compensate the injured person for losses.
A) Affirmative actions
B) Undue hardship
C) Reasonable accommodation
D) Compensatory damages
Answer: D
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Page 5
Chapter 4: Workforce Planning: Job Analysis, Design, and Employment Forecasting
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Sample Questions
Q1) In motivational job design,______ work teams are assigned a number of tasks by a manager,and the team in turn gives specific assignments to members and is responsible for rotating jobs.
A) segregated
B) integrated
C) vertical
D) horizontal
Q2) Michelle wants to apply the job characteristics model to her employees' work.She plans to increase the number of diverse tasks and skills used to perform each job.Michelle is trying to change the ______ of the jobs.
A) skill variety
B) task identity
C) task significance
D) autonomy
Q3) Job design is the process of identifying tasks that each employee is responsible for completing,as well as identifying how those tasks will be accomplished.
A)True
B)False
Q4) What is gig work and why is it increasing at a rapid pace?
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Chapter 5: Recruiting Job Candidates
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Sample Questions
Q1) ______ is the process of creating a reasonable pool of qualified candidates for a job opening.
A) Retraining
B) Rehiring
C) Yield Ratio
D) Recruiting
Q2) ______ publications target specific groups of people and may be good source of recruits for focused jobs
A) Specialized
B) Generalized
C) Forecast
D) Regression
Q3) "Can we find the right number and types of employees if we recruit locally?" Is the first question an organization should ask when considering expanding the ______ of recruiting efforts.
A) intensity
B) timing
C) reality
D) reach
Q4) Describe the major external forces that impact the recruiting process.
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Chapter 6: Selecting New Employees
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Sample Questions
Q1) ______ is the consistency of a test measurement.
A) Interest
B) Fitness
C) Reliability
D) Validity
Q2) ______ percentage of midsize and large companies use personality and ability assessments for entry and midlevel management positions to help ensure the right fit between the job candidate and the job.
A) Forty
B) Twenty
C) Eighty
D) One hundred
Q3) ______ tests measure a job candidate's intellectual curiosity and motivation in a particular field.
A) Skills
B) Personality
C) Cognitive ability
D) Interest
Q4) Describe the various types of selection tests.
Q5) Describe the five steps of conducting a selection interview.
Page 8
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Chapter 7: Learning and Development
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Sample Questions
Q1) Acme Global provides its employees with performance appraisals.Twice a year,each employee sits down with the employee's supervisor for feedback and goal setting.Acme Global is developing its employees through ______.
A) formal education
B) experience
C) informal education
D) employee assessment
Q2) ______ is an introduction of the person to the organization.
A) Outboarding
B) Onboarding
C) Efficacy
D) Extinction
Q3) ______ learning is similar in form to operant conditioning except the employee is not learning from the consequences of the employee's own actions but from the consequences of the actions of another person.
A) Plateau
B) Social
C) Vicarious
D) Competency
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Page 9
Chapter 8: Performance Management and Appraisal
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Sample Questions
Q1) Critical incidents method is the process of observing ongoing employee actions using computers or other nonhuman methods.
A)True
B)False
Q2) ______ error occurs when the rater gives better evaluations to subordinates whom they consider to be like themselves.
A) Leniency
B) Severity or strictness
C) Similarity
D) Proximity
Q3) In performance appraisal,evaluation of a salesperson's "tenacity" and "enthusiasm" would be classified as a ______ appraisal.
A) behavior
B) trait
C) results
D) process
Q4) Describe the benefits and pitfalls of using supervisors,peers,subordinates,and customers as evaluators in performance appraisals.
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Page 10
Chapter 9: Rights and Employee Management
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Sample Questions
Q1) Describe the benefits and concerns of allowing employees to bring their own devices to work.
Q2) Caileen has a pattern of coming in late on Mondays.Each time this has happened,Caileen's manager has gotten angrier and angrier.Finally,the manager has had enough and wants to dock Caileen's pay for being tardy on so many Mondays.However,there is no evidence that Caileen has ever been told that coming in late on Mondays is a problem.The discipline of Caileen appears to violate which test of Just Cause?
A) Upon investigation, was there substantial evidence or proof that the employee was guilty as charged?
B) Was the degree of discipline administered by the company in a particular case reasonably related to the seriousness of the employee's proven offense and the record of the employee's service with the company?
C) Did the company give the employee forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee's conduct?
D) Has the company applied its rules, orders, and penalties evenhandedly and without discrimination to all employees?
Q3) Describe the employee rights of free consent,due process,and life and safety.
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11
Chapter 10: Employee and Labor Relations
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Sample
Questions
Q1) The user of a(n)______ conflict style,also called the problem-solving style,assertively attempts to resolve conflict by working together with the other person to find an acceptable solution.
A) collaborative
B) avoiding
C) forcing
D) accommodating
Q2) ______ was passed to significantly limit the potential for railroad strikes to affect interstate commerce; it was later expanded to include airlines.
A) The Railway Labor Act of 1926 (RLA)
B) National Labor Relations Act of 1935 (NLRA-Wagner Act)
C) Worker Adjustment and Retraining Notification Act of 1988 (WARN)
D) Labor Management Relations Act of 1947 (LMRA-Taft-Hartley Act)
Q3) A(n)______ exists when parties form an agreement from their actions rather than from a specific oral or written agreement.
A) implied contract
B) express contract
C) personal contract
D) quasi-contract
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Page 12
Chapter 11: Compensation Management
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Sample Questions
Q1) Jamaal is paid $11 an hour as a cafeteria attendant.Jamaal's pay is considered ______.
A) benefits
B) wages
C) salary
D) incentives
Q2) According to ______ theory,people compare their inputs,financial rewards,and intangible outcomes to those of relevant others.
A) referent
B) valence
C) equity
D) expectancy
Q3) Organizations must decide if they are going to have a ______ philosophy or a longevity philosophy.
A) evaluation
B) assessment
C) performance
D) seniority
Q4) Describe the issues of independent contractors versus employees.
Q5) Describe the concept of a pay structure,including broadbanding and delayering.
Page 13
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Chapter 12: Incentive Pay
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Sample Questions
Q1) One advantage of a(n)______ is that it broadens individual outlook.
A) group incentive
B) executive incentive
C) individual incentive
D) professional incentive
Q2) Describe two major reasons why incentive plans fail.
Q3) It may be very difficult or even impossible in some jobs to identify ______ output on which managers can base an incentive.
A) bonus
B) individual
C) merit
D) social
Q4) Social talkers avoid providing their maximum effort in group settings because it is difficult to pick out individual performance.
A)True
B)False
Q5) Describe the challenges of offering incentives to employees.
Q6) Describe five of the guidelines for creating motivational incentive systems.
Q7) Describe three options for group-based incentives.
Page 14
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Chapter 13: Employee Benefits
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Q1) Under a ______ the retiree knows exactly what they are going to receive in benefits when they retire.
A) undefined benefit plan
B) undefined contribution plan
C) defined benefit plan
D) defined contribution plan
Q2) In a ______,the amount received upon retirement will depend on the success of the investment of the retirement funds over the years.
A) utilization analysis
B) vesting
C) defined contribution plan
D) defined benefit plan
Q3) Describe the major components of OASDI and the Medicare program.
Q4) A ______ is a health care plan that provides both health maintenance services and medical care as part of the plan.
A) preferred provider organization
B) traditional health care plan
C) Social Security plan
D) health maintenance organization
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Chapter 14: Workplace Safety, Health, and Security
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Q1) Ann feels stress before she makes presentations in meetings.To help her minimize stress,she pauses outside the meeting and takes five slow deep breaths through her nose.She holds each breath for about 5 seconds and then lets it out slowly.Then she heads into her meeting.Ann is managing stress through ______.
A) time management
B) relaxation
C) support network
D) exercise
Q2) Describe employer rights during an Occupational and Safety Administration inspection.
Q3) The ______ is characterized as fast-moving,hard-driving,time-conscious,competitive,impatient,and preoccupied with work.
A) Type A personality
B) Type B personality
C) Type C personality
D) Type D personality
Q4) Dysfunction is a constant lack of interest and motivation to perform one's job.
A)True
B)False
Page 16
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Chapter 15: Organizational Ethics, Sustainability, and Social Responsibility
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Q1) Local corporate social responsibility focuses on maximizing profits while obeying the law; it focuses on increasing sales and cutting costs to maximize returns to stockholders.
A)True
B)False
Q2) ______ is the personal duty to someone else (a higher level manager or the organization itself)to use organization resources effectively to complete an assignment.
A) Responsibility
B) Principles
C) Accountability
D) Authority
Q3) Which general guide to ethical decision-making asks these four questions: (1)Is it the truth? (2)Is it fair to all concerned? (3)Will it build goodwill and better friendship? (4)Will it be beneficial to all concerned?
A) Salesforce.com
B) Rotary
C) Nordstrom
D) Exxon-Mobil
Q4) Define corporate social responsibility and provide an example.
Page 17
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Chapter 16: Global Issues for Human Resource Managers
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Sample Questions
Q1) An American employed by a foreign company in a country other than the United States ______ have the protection of U.S.equal employment opportunity laws.
A) would need to
B) would
C) would not
D) able to
Q2) The agreement framework signed after World War II that was the basis for an era in which tariffs and other trade barriers were significantly reduced in much of the world was called ______.
A) GATT
B) NASA
C) NAFTA
D) WTO
Q3) Describe the three issues involved in negotiating an expatriate assignment.
Q4) Natural capital refers to trust,norms,and networks that people can draw upon to solve common problems and create social cohesion.
A)True
B)False
Q5) Describe Hofstede's model of culture and explain its value.
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