Strategic Human Resource Management
Test Preparation
Course Introduction
Strategic Human Resource Management focuses on aligning human resource policies and practices with an organizations overall business strategy to achieve competitive advantage. This course explores the integration of HR functions such as recruitment, performance management, training and development, compensation, and labor relations into long-term planning processes. Students will analyze how effective HR strategies contribute to organizational success, adapt to global challenges, and respond to changing workforce dynamics. Case studies, real-world examples, and strategic frameworks are used to illustrate how HR professionals drive organizational performance, foster innovation, and manage change in complex and dynamic environments.
Recommended Textbook
Human Resource Management 13th Edition by
Robert L. Mathis
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2091 Verified Questions
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Page 2
Chapter 1: Human Resource Management in Organizations
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Sample Questions
Q1) ____ identifies paths and activities for individual employees as they develop within the organization.
A) Staffing
B) HR development
C) Equal Employment Opportunity
D) Career planning
Answer: D
Q2) Talent management includes which of the following activities?
A) job-skill training
B) wage and salary administration
C) diversity assessment and analysis
D) environmental scanning
Answer: A
Q3) Flexible hours,job-sharing,child-care referral services,and flexible leave programs are all examples of
A) executive perks.
B) retention programs based on work/family concerns.
C) anti-unionization programs.
D) programs mandated by the Equal Employment Opportunity Act.
Answer: B
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Chapter 2: Strategic HR Management and Planning
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Sample Questions
Q1) When using benchmarking
A) HR managers are able to identify the reasons why HR functions are below standard.
B) the resulting statistics are comparable across organizations and industries.
C) it is best to compare ratios from year to year.
D) it is best to collect the data on an as-needed basis rather than on a rigid time schedule.
Answer: C
Q2) Business process reengineering (BPR)involves radical redesign of work flow in the organization.
A)True
B)False
Answer: True
Q3) An expansion of a U.S.firm into a developing country would involve only minor HR activities,because these functions (staffing,compensation,training)are generic.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) You are writing the electronic technology usage policy for your small company.Which of the following behaviors would be LEAST LIKELY to be included as inappropriate use of company email which might make the company vulnerable to allowing an environment to exist that contributes to harassment?
A) forwarding pornography to co-workers
B) forwarding jokes with sexual content to co-workers
C) sending an electronic Valentine to one's spouse
D) sending love poems to a co-worker who is not the sender's romantic partner
Answer: C
Q2) Borderline Cafeterias,Inc.,has discovered that most of its wait staff is white,while most of its kitchen staff is minority.When interviewed by the local TV news anchor,the CEO of Borderline Cafeterias says,"There has been no conscious or deliberate practice to staff the cafeterias in a discriminatory manner.It just happened to turn out this way." The CEO's argument is an example of
A) disparate treatment.
B) blind discrimination.
C) disparate impact.
D) discriminatory intent.
Answer: C
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Page 5
Chapter 4: Workers,Jobs,and Job Analysis
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Sample Questions
Q1) The competency approach to job analysis focuses on the educational qualifications needed by potential job candidates,such as whether a job requires a bachelor's or a master's degree.
A)True
B)False
Q2) ____ studies the way work moves through the organization in order to improve efficiency.
A) Work flow analysis
B) Job analysis
C) business process re-engineering
D) Time-and-motion analysis
Q3) The effective use of teams in organizations can be hampered when team members come from diverse backgrounds.
A)True
B)False
Q4) ____ are the fundamental duties of a job.
A) Essential job functions
B) Minimum job elements
C) Primary requirements
D) Dominant KSAs
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Chapter 5: Human Resource Planning and Retention
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Sample Questions
Q1) All of the issues below are drivers of retention to which organizations can affect EXCEPT
A) employee personality.
B) work/life balance.
C) employee/supervisor relationships.
D) compensation and benefits..
Q2) Traditionally,employee loyalty and long service with one employer were the norm.How has this changed? Why? Discuss this issue in terms of the psychological contract.
Q3) The HR planning process begins with
A) reviewing the organizational strategic planning objectives.
B) scanning the external environment for changes affecting the labor supply.
C) analyzing the internal inventory of HR capabilities.
D) forecasting the relationship between supply and demand for human resources.
Q4) Mentoring increases employee retention mainly through
A) inspirational leadership.
B) career opportunities and development.
C) giving new employees a realistic view of the organization.
D) psychological ownership.
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) If a recruiter needs to find applicants who have a scarce,highly-specialized skill,it would be most efficient to use
A) the web site for that particular professional or occupational association.
B) an Internet job board such as Monster or HotJobs.
C) a job posting on the employer's own Web site.
D) a college placement office.
Q2) An example of a yield ratio is the proportion of applicants who accept an offer compared to the number of applicants who were interviewed at a job fair.
A)True
B)False
Q3) Figuring average time from contact to hire allows the firm to
A) calculate the cost per hire.
B) estimate the efficiency of recruiters.
C) calculate the "float time" in the recruiting process.
D) target the most time-efficient recruiting sources.
Q4) Most small and mid-sized organizations recruit primarily in one geographic and occupational labor market.
A)True
B)False
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) Hussein is a U.S.citizen working in Albuquerque,NM.He has been passed over for promotion twice by his employer,an Israeli-owned irrigation-supply company operating in New Mexico.Hussein is fairly certain that his Israeli manager is discriminating against him because of his ethnic origin.Unfortunately,Hussein cannot bring an discrimination suit because the company is foreign-owned,not U.S.-owned.
A)True
B)False
Q2) Which of the following is NOT legal for an organization to use as a source of background information on a job applicant?
A) the applicant's Facebook postings, especially those concerned with personal activities such as sexual activity, alcohol and drug use, and risky behavior such as texting while driving
B) the applicant's record of hospitalizations for debilitating chronic illness
C) the applicant's credit history, including bankruptcies, defaulting on college loans, and late payments on credit cards
D) the applicant's motor vehicle records
Q3) What are the purposes of background investigations of job applicants? What are some of the legal issues involved?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Alicia will be traveling extensively in Brazil for her employer.Alicia knows no Portuguese and she will be traveling in areas where there will be few fluent English speakers.Alicia's employer is sending her to a two-week language immersion program,where Alicia will be in a totally Portuguese-speaking environment.This would be classified as massed practice.
A)True
B)False
Q2) At Plantsman's Eden nursery,new greenhouse workers are trained in proper techniques for transplanting rooted cuttings.As part of the training,the workers are given 10 seedlings of different kinds of plants to transplant.These efforts will be checked by the trainer.This is an example of
A) active practice.
B) behavior modeling.
C) on-the-job training.
D) cooperative training.
Q3) What is cooperative training? Describe its usefulness.
Q4) What learning principles would you consider in designing a training program?
Q5) How can an organization determine if its training expenditures are cost effective?
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Page 10
Chapter 9: Talent Management
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Sample Questions
Q1) What is talent management and how is it linked to other HR functions? Why is it growing in importance?
Q2) Succession planning should be done for all key jobs in the organization,even if they are low in the hierarchy.
A)True
B)False
Q3) A favored way organizations develop sustained competitive advantages through human resources is to hire outside talent into the firm rather than to take years to develop the talent internally.
A)True
B)False
Q4) Talent management is growing in importance because workers with needed skills are harder to find than in the past.
A)True
B)False
Q5) Most job seekers value career development over work/life balance or compensation.
A)True
B)False
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) All of the following are reasons to have subordinates evaluate the performance of their supervisors EXCEPT
A) compensation for managers tends to be more equitable when subordinates have input into these decisions.
B) employee ratings can identify competent managers.
C) when subordinates rate managers, managers become more responsive to their subordinates.
D) subordinates can identify areas for growth for their managers.
Q2) One advantage of having supervisors and managers rated by their subordinates is that this type of rating program can help make the managers more responsive to employees.
A)True
B)False
Q3) Which of the following is characteristic of graphic rating scales?
A) Descriptive words used may have different meanings to different raters.
B) Graphic rating scales are difficult to develop.
C) Raters typically try to place the same number of employees at each level of scale.
D) Raters can use these scales without training because they are self-explanatory.
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12
Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Larry has decided to go back to his hometown of Mellonburg and set up an architectural design business for "green" homes.Mellonburg is a depressed farming community of 1,351 residents.It is 20 miles from the nearest restaurant,70 miles from the nearest Starbucks coffee shop,and the local schools are the worst in the state.The winters are severe,the summers are oppressive.Few single people live there,and the social and cultural life is negligible.In order to attract good quality architects,Larry will probably
A) need to ignore the market compensation for architects and pay the architects on an entitlement basis.
B) be able to lag the market significantly in pay because of the low cost of living.
C) have pay more than the market because of the unappealing location.
D) make market comparisons irrelevant by hiring the architects as independent contractors.
Q2) What is meant by equity? Is equity an important consideration in compensation?
Q3) The ranking method typically ranks jobs in value to the organization based on three or four compensable factors.
A)True
B)False
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Chapter 12: Incentive Plans and Executive Compensation
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Sample Questions
Q1) How does executive compensation differ from the compensation packages provided for other employees in the organization? Describe some of the incentives available for executives.
Q2) If sales staff can rely on receiving bonuses each year,it gives them income security and increases both morale and performance motivation.
A)True
B)False
Q3) When Claudette found a flaw in a major outgoing order and corrected it before it was shipped,her boss immediately gave her a voucher to the best day spa in town.This type of incentive is called an
A) immediate payout.
B) spot bonus.
C) golden handshake.
D) perk
Q4) All of the following are drawbacks of profit-sharing plans EXCEPT
A) profits of the organization are not entirely under employees' control. B) they are not self-funding.
C) employees' rewards usually come a long time after their improved performance.
D) management may resist disclosing financial and profit information.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) A pension plan in which retirement benefits are based on an accumulation of annual company contributions (as a percentage of the employee's pay)plus interest credited each year is called a ____ plan.
A) contributory retirement
B) self-funding
C) cash balance
D) defined-contribution
Q2) A key legal factor in early retirement plans is that they
A) be announced 60 days in advance to allow employees to confer with financial advisors and not be pressured into making an immediate decision.
B) be offered to both union and non-union employees if the company is unionized.
C) be equivalent in amount to what the employee would have received if he/she had retired at 65.
D) be voluntary.
Q3) Employee benefits are a/an
A) legal and ethical responsibility of employers.
B) type of employer social activism.
C) type of corporate charity.
D) indirect reward for employees.
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Page 15
Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) The purpose of OSHA's lock out/tag out regulations is to
A) prevent accidental start-up of defective machinery during repair or adjustment.
B) deny access to the workplace by unauthorized individuals.
C) ensure that hazardous substances are kept under lock and key when not being used.
D) close down a workplace judged unsafe by an OSHA inspector.
Q2) An employee of a U.S.oil company has become extremely ill while working in an isolated area of Africa.He has been treated with the company's emergency medical kit,but has continued to worsen.Top-quality medical assistance is not available locally,and the location is politically unstable and dangerous.In this case,it is most likely that the company will
A) fly in a high-quality physician and medications to treat the employee.
B) be unable to help the employee. This is the reason why jobs in risky locations carry hazard pay.
C) evacuate the employee to a first-world quality medical facility.
D) establish communication with local physicians and direct them in their care of the employee.
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Which of the following is FALSE?
A) Written dress codes are more legally prudent than implicit dress codes.
B) Employers can legally refuse to hire an otherwise-qualified individual because of his/her visible tattoos.
C) It may be illegal for an employer to require a female employee to wear slacks if her religion requires women to wear skirts.
D) It would be legal for an employer to refuse to hire an otherwise-qualified disabled person if that person could not wear the company uniform.
Q2) A statement in the employee handbook that the employee or the employer may terminate the relationship at any time,for any reason,with or without cause or notice is called a/an ____ statement.
A) implied contract
B) temporary employment
C) employment-at-will
D) no-fault-employment
Q3) Discipline is a form of training that enforces organizational rules.
A)True
B)False
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) Which of the following is NOT an employer unfair labor practice?
A) discriminating against an employee if he or she files charges under the Wagner Act.
B) coercing employees in their right to bargain collectively by threatening to lay off union supporters.
C) encouraging membership in any labor organization by discriminating in hiring, tenure, or conditions of employment.
D) forbidding distribution of union literature during working hours in work areas.
Q2) The function of the NLRB is to enforce the Wagner Act..
A)True
B)False
Q3) In many European countries employee wages are set by government negotiations with employers rather than through collective bargaining between unions and management.
A)True
B)False
Q4) In the U.S.the Postal Service could call a strike to improve working conditions.
A)True
B)False
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Page 18