Strategic Human Resource Management
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Course Introduction
Strategic Human Resource Management explores the alignment of human resource practices and policies with the overall strategic objectives of an organization. The course examines the role of HR in shaping business strategy, driving organizational performance, and gaining competitive advantage. Key topics include workforce planning, talent acquisition and development, performance management, compensation strategies, employee relations, and the impact of globalization and technology on HR practices. Through case studies and practical applications, students learn to design and implement HR strategies that support organizational goals, manage change, and foster a high-performance work culture.
Recommended Textbook
HR 1st Edition by Angelo S. DeNisi
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14 Chapters
699 Verified Questions
699 Flashcards
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Chapter 1: The Nature of Human Resource Management
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Sample Questions
Q1) The managers who are directly involved in creating goods and service are known as A) HR managers.
B) staff managers.
C) line managers.
D) chief executive managers.
E) executive team managers.
Answer: D
Q2) The modern term used to describe the management of people is
A) administrative synthesis.
B) compliance management.
C) strategic formulation.
D) personnel management.
E) human resource management.
Answer: E
Q3) Designing jobs that are more challenging and satisfying is part of a company's HR compliance with legal obligations.
A)True
B)False
Answer: False
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Page 3
Chapter 2: The Legal Environment
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Sample Questions
Q1) The American with Disabilities Act requires companies to
A) hire everyone with a documented disability.
B) discriminate against those persons who have a disability.
C) hire a diversity consultant.
D) make reasonable accommodations for disabled individuals.
E) spend $100,000 per year on disability training.
Answer: D
Q2) The Privacy Act of 1974 applies directly to ____ employees.
A) federal
B) state
C) for-profit
D) not-for-profit
E) foreign
Answer: A
Q3) Disparate treatment occurs when two people are treated differently in similar situations based on a protected characteristic.
A)True
B)False
Answer: True
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Page 4
Chapter 3: The Global Environment
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Sample Questions
Q1) Refer to Scenario 3.1. Which aspect of culture will MOST likely affect Mini-PC's human resource activities at the corporate level because of differences between its U.S. and Swedish business units?
A) Language
B) Religious differences
C) Gender roles
D) Personal norms
E) Differences in views of child labor
Answer: D
Q2) What aspect of international business do NAFTA and the EU represent?
A) Tariff systems
B) Economic communities
C) Trade controls
D) Export regulations
E) Quota guidelines
Answer: B
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Chapter 4: The Competitive Environment
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Sample Questions
Q1) How would an organization conduct an evaluation of its human resource function?
Q2) The three components of human resource strategy formulation are staffing, development, and compensation strategies.
A)True
B)False
Q3) General Electric owns and operates are number of different businesses, which is primarily an example of a ____ strategy.
A) diversification
B) business
C) functional
D) cost leadership
E) differentiation
Q4) Which of the following was NOT identified as an organizational component affecting the formulation and implementation of human resource strategy?
A) Organizational development
B) Organization culture
C) The labor force
D) Organization design
E) Unionization
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Chapter 5: Information for Making Human Resource Decisions
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Sample Questions
Q1) Which of the following is NOT correct regarding job analysis?
A) It is the process of gathering and organizing detailed information about jobs.
B) It helps managers understand the processes through which jobs are most effectively performed.
C) It is a fundamental input to the human resource planning process.
D) It results from the design of recruitment and selection procedures for new employees.
E) It helps managers understand the kinds of skills and abilities necessary for employees to perform their jobs.
Q2) A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called
A) demand forecasting.
B) the social context.
C) empowerment.
D) executive succession.
E) human resource control.
Q3) How does job analysis relate to the various human resource management processes in the organization?
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Page 7
Chapter 6: Human Resource Decision Making in Organizations
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Q1) Andy tries to be fair to his employees but does not tolerate lateness. Will, one of his employees, reported to work late one day because he had a car wreck, the first tardy since he was hired over a year ago. Andy decided to give Will a written warning to make an example for the other employees. Will felt that he did NOT receive ____ justice.
A) procedural
B) involuntary
C) distributive
D) legal
E) interactional
Q2) Refer to Scenario 6.1. Which of the following is NOT a likely outcome of Bambino's actions?
A) Workers will suffer from the survivor syndrome.
B) Voluntary turnover will increase.
C) Job satisfaction and morale will decline.
D) There will be more organizational citizenship behaviors.
E) The layoffs and store closings will be a "shock" to remaining workers.
Q3) Describe a basic model of the turnover process. What other models or mechanisms have been proposed to explain turnover? Explain how each of the proposed alternatives relates to the basic model.
Page 8
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Chapter 7: Recruitment and Selection
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Q1) Refer to Scenario 7.1. Which of the following recruiting techniques would be MOST likely to help Brilliance hire staff with better high-tech skills?
A) Job posting
B) Recruiting consultants
C) Private employment agencies
D) Advertisements
E) Word of mouth
Q2) A truck driving certification is an example of which of the following basic selection criteria?
A) Education
B) Competencies
C) Experience
D) Skills
E) Abilities
Q3) The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.
A)True
B)False
Q4) Describe the most common methods for internal recruiting.
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Chapter 8: Managing a New and Diverse Workforce
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Q1) Refer to Scenario 8.1. Which of the following arguments can Ray NOT use for justifying the contribution of diversity to competitiveness?
A) Diversity leads to higher levels of productivity and lower levels of absenteeism.
B) Diversity creates a better understanding of different market segments and how to market products to them.
C) Diversity is likely to generate new ideas and better ways of doing things.
D) Diversity creates a larger pool of unique information that can be brought to bear on problems.
E) Diversity narrows the perspective of organizations, permitting them to make decisions more quickly.
Q2) When a company's employees reflect the demographic makeup of the external labor market, then there is most likely ____ in the company.
A) pluralism
B) full structural integration
C) an absence of prejudice and discrimination
D) low levels of intergroup conflict
E) increased bias
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10
Chapter 9: Compensation and Benefits
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Sample Questions
Q1) A special program that helps prevent employee sickness is called a(n)
A) defined contribution plan
B) employee assistance plan
C) wellness program
D) defined benefit plan
E) workers' compensation
Q2) Which job evaluation method assesses jobs in a factor-related manner?
A) Point system
B) Factor comparison method
C) Job ranking
D) Classification system
E) Regression-based system
Q3) What is a pay survey? What types of information are necessary to conduct a pay survey? How might pay surveys be used by organizations and employees?
Q4) Discuss the concept of job evaluation, including the most common methods used by organizations.
Q5) Compare employee wellness programs and employee assistance programs.
Q6) What is pay compression? Discuss the possible consequences of pay compression.
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Chapter 10: Performance Appraisal and Career Management
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Q1) Refer to Scenario 10.1. Given Tent-Stations' work structure, what additional source of performance information may be critical in assessing employee performance?
A) Supervisors
B) Peers
C) Customers
D) Self
E) Top management
Q2) Which method of performance appraisal involves grouping employees into frequencies of performance evaluations?
A) Ranking
B) Paired comparison
C) Forced distribution
D) Behaviorally Anchored Rating Scales (BARS)
E) Critical incident
Q3) Another name for contextual performance is organizational citizenship behavior.
A)True
B)False
Q4) Describe the experiences that individuals go through in the traditional career stage progression.
Page 12
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Chapter 11: Managing Labor Relations
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Q1) The bargaining unit is the group of employees who are eligible for representation by the union.
A)True
B)False
Q2) Each local has an important elected position called the A) shop steward
B) executive head.
C) department head.
D) dean of negotiations.
E) labor-mgt negotiator.
Q3) Which of the following acts required labor unions to bargain with management in good faith?
A) Taft-Hartley Act
B) Wagner Act
C) Landrum-Griffin Act
D) Sherman Act
E) Union Shop Act
Q4) Briefly describe each of the steps in the unionization process, including who is responsible for each action.
Q5) What are some barriers to effective negotiation?
Page 13
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Chapter 12: Safety, Health, Well-Being, and Security
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Q1) U.S. Marines that are deployed bring with them a medical unit that includes specialists in managing and controlling the effects of stress. This is an example of a(n)
A) occupational disease prevention program.
B) collateral stress program.
C) physical fitness program.
D) accident prevention program.
E) institutional program.
Q2) Redesigning the workplace to be less stressful would be considered a(n) ____ program.
A) enrichment
B) collateral stress
C) institutional
D) quality approach
E) paired sample
Q3) Research implies that extreme temperatures affect attitudes and decision making on the job.
A)True
B)False
Q4) What are some common workplace hazards?
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Chapter 13: Motivation at Work
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Q1) In reinforcement theory, the response is the behavior that the person exhibits when she or he encounters the stimulus.
A)True
B)False
Q2) What are the basic principles discussed in equity theory?
Q3) Don believed that if he satisfied his customers based on the methods covered in his company's sales training seminar, his tips would increase. Don's employer was successful at building what component of motivation?
A) Dissonance
B) Valence
C) Expectancy
D) Instrumentality
E) VIE
Q4) Creative behavior involves doing things at work that are innovative and generate value for the company.
A)True
B)False
Q5) How can creativity be used to motivate staff?
Q6) What are the basic concepts discussed in goal theory?
Page 15
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Chapter 14: Managing and Enhancing Performance: The Big Picture
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Q1) What is the fundamental goal of training and development? Explain how training helps organizations to achieve that goal. Explain how development aids in achieving that goal.
Q2) In a flexible work hour program, what is the term for the time of day when every employee must be at work?
A) Regular time
B) Core time
C) Full-time
D) Flextime
E) Mandatory time
Q3) Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?
A) Piece rate
B) Merit
C) Bonus
D) Commission
E) Individual
Q4) Describe the two most common alternate work schedules.
Page 16
Q5) What common team and group incentive rewards may be used by organizations?
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