Strategic Human Resource Management
Exam Materials
Course Introduction
Strategic Human Resource Management explores the integration of human resource policies and practices with long-term organizational strategies to achieve competitive advantage. The course examines key concepts such as workforce planning, talent management, performance appraisal, employee development, and change management, emphasizing how HR functions align with overall business goals. Students learn to analyze external and internal environments, formulate HR strategies, and address contemporary issues like globalization, diversity, and ethical considerations, preparing them to contribute effectively to organizational success in a dynamic and complex business landscape.
Recommended Textbook Fundamentals of Human Resource Management 6th Edition by Raymond Noe
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16 Chapters
1829 Verified Questions
1829 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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116 Verified Questions
116 Flashcards
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Sample Questions
Q1) An HR professional can be an effective talent manager or organizational designer only when he has the knowledge of how an organization is structured and how that structure might be adjusted to help it meet its goals for developing and using employees' talents.
A)True
B)False
Answer: True
Q2) Kira feels that being denied a promotion has more to do with being a woman than with her overall performance.However,her supervisors and the HR department are refusing to hear her case.This suggests that Kira has been denied her right to due process.
A)True
B)False
Answer: True
Q3) In organizations with sustainable strategies,the HR departments focus on employee development and empowerment rather than short-term costs.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Trends in Human Resource Management
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124 Verified Questions
124 Flashcards
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Sample Questions
Q1) Employers' support for immigration to the United States can be attributed to the fact that:
A) there is lack of adequate technology in the country.
B) undocumented immigration is not taken seriously by the U.S. government.
C) qualified technical workers are scarce in the United States.
D) there is increased support from the government.
E) U.S. workers are not open to innovation.
Answer: C
Q2) Laurie Corp.,a watch manufacturer,purchases Smith Inc.,a manufacturer of pens.This scenario is an example of an acquisition.
A)True
B)False
Answer: True
Q3) Most organizations are looking for educational achievements to find employees who can handle a variety of responsibilities,interact with customers,and think creatively.
A)True
B)False
Answer: True
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4
Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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87 Flashcards
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Sample Questions
Q1) Florence,a marketing executive in her late thirties,had worked at a reputable marketing firm for the last three years.However,she was fired from the company without any prior notice when she collapsed at work after experiencing an epileptic seizure.Following this,Florence sued the company under _____.
A) Executive Order 11246
B) Rehabilitation Act of 1973
C) Americans with Disabilities Act
D) Occupational Safety and Health Act
E) Executive Order 11478
Answer: C
Q2) The Fourteenth Amendment abolished slavery in the United States.
A)True
B)False
Answer: False
Q3) Title VII of the Civil Rights Act of 1964 states that employers may retaliate against employees for either opposing a perceived illegal employment practice.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) Job extension refers to empowering workers by adding more decision-making authority to their jobs.
A)True
B)False
Q2) To gather information about worker requirements,the Fleishman Job Analysis System typically asks _____ to evaluate a job in terms of the abilities required to perform the job.
A) subject-matter experts
B) supervisors
C) HR specialists
D) external analysts
E) CEOs
Q3) In the 1930s,the U.S.Department of Labor created the _____ as a vehicle for helping the new public employment system link the demand for skills and the supply of skills in the U.S.workforce.
A) Career Development Facilitator (CDF)
B) Dictionary of Occupational Titles (DOT)
C) Occupational Information Network (O*NET)
D) Standard Occupational Classification (SOC)
E) Selected Characteristics of Occupations (SCO)
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Chapter 5: Planning for and Recruiting Human Resources
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102 Verified Questions
102 Flashcards
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Sample Questions
Q1) Which of the following is an internal source of recruitment?
A) Employee referrals
B) Direct applicants
C) Employment agencies
D) Job postings
E) Personal interviews
Q2) The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand.
A)True
B)False
Q3) Bob,an HR manager at Delair Inc.,is expecting a labor surplus in the company in the month of December.Bob has nearly eight months to deal with this problem.In order to reduce labor surplus,Bob must use a _____ strategy,which causes less suffering for employees.
A) downsizing
B) demotion
C) hiring freeze
D) pay reduction
E) transfer
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Page 7
Chapter 6: Selecting Employees and Placing Them in Jobs
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118 Verified Questions
118 Flashcards
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Sample Questions
Q1) Which of the following is a requirement under the Immigration Reform and Control Act of 1986?
A) Employers must verify and maintain records on the legal rights of applicants to work in the United States.
B) Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years.
C) Employers must pay lower wages to immigrant workers.
D) Employers must verify the legal age of employees who do not hold American citizenship.
E) Employers must ask a potential employee's religion.
Q2) Juan takes a test in which the questions are of varying levels of difficulty.As the questions become harder,his scores go down.In this context,which of the following accurately shows the correlation factor between the difficulty levels of the questions and Juan's scores?
A) 0.5
B) 0.98
C) 0
D) -0.92
E) -0.24
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Page 8
Chapter 7: Training Employees
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132 Verified Questions
132 Flashcards
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Sample Questions
Q1) The HR department at Trevor Communications oversees the recruitment and training of employees at the firm.As the firm grows and recruits more employees,overseeing individual training programs has been come too much for HR staff to handle.Which of the following applications should the HR department use to help with employee training?
A) A customer relationship management system
B) A management information system
C) A learning management system
D) A decision support system
E) An executive decision-making system
Q2) Which of the following statements is true of an apprenticeship?
A) An apprentice does not make any money.
B) An apprentice usually assists a certified tradesperson at the worksite.
C) An apprenticeship does not involve classroom training.
D) An apprenticeship is typically sponsored by an educational institution.
E) An apprenticeship is based on simulations and virtual reality.
Q3) Putting together a request for proposal for a training program is a quick process.
A)True
B)False
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Chapter 8: Developing Employees for Future Success
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133 Verified Questions
133 Flashcards
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Sample Questions
Q1) _____ is the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant.
A) Acculturation
B) Leaderless group discussion
C) Benchmarking
D) Data gathering
E) Succession planning
Q2) An Individual Coaching for Effectiveness program is designed to:
A) help managers with dysfunctional behavior.
B) improve the technical skills of employees.
C) help prepare managers for overseas assignments.
D) reduce the effects of the glass ceiling.
E) attract and retain ambitious managerial employees.
Q3) What are the different ways in which job experiences help in employee development?
Q4) Women and minorities often have difficulty finding mentors.
A)True
B)False
Q5) What are the four steps of a basic career management system?
Q6) How do managers and peers develop employees through coaching?
Page 10
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Chapter 9: Creating and Maintaining High-Performance Organizations
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144 Verified Questions
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Sample Questions
Q1) In general,HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness.In this context,greater efficiency means the HR department:
A) has a relatively limited influence over employee performance.
B) uses fewer and less-costly resources to perform its functions.
C) expends lavishly on resources.
D) has a more beneficial effect on the organization's performance.
E) ensures that all operations are legal.
Q2) The HR department of an organization can meet the needs of employees by:
A) providing qualified staffing.
B) conducting performance management.
C) hiring people with niche skills.
D) providing training and development.
E) enforcing labor law regulations.
Q3) In the context of e-HRM,online appraisal or talent management systems provide data that can help managers spot high performers to reward or types of skills where additional training is a priority.
A)True
B)False
Q4) Describe an HR dashboard.
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Chapter 10: Managing Employees Performance
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Which of the following helps performance management meet the goals of supporting strategy and developing employees?
A) Strategic fit
B) Specific feedback
C) Overall opinion
D) Employee orientation
E) Generalized instruction
Q2) Discuss the steps involved in the performance management process.
Q3) In the context of methods for measuring performance,alternation ranking is a variation of _____ ranking.
A) simple
B) distributed
C) paired
D) attribute
E) scalar
Q4) To rate employee behaviors,an organization begins by defining which behaviors are associated with the employee's personality traits.
A)True
B)False
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Chapter 11: Separating and Retaining Employees
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134 Verified Questions
134 Flashcards
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Sample Questions
Q1) Armando,a manager at a top engineering company,believes he can hire a few employees by promising them job security and later terminating them on different grounds.His co-worker,Zemara,believes that this action would violate the implied employment agreement.Which of the following statements would weaken Armando's belief?
A) Armando believes that desperate times call for desperate measures.
B) Armando deviates from the agreement that he had signed initially.
C) Armando compensates the terminated employees.
D) Zemara does not understand the principles of the company.
E) The company is under financial constraints and at times has to lay off employees.
Q2) _____ is a process for resolving disagreements by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.
A) Outplacement counseling
B) Mediation
C) Carve-out
D) Arbitration
E) Peer review
Q3) Briefly describe exit interviews.
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Page 13
Chapter 12: Establishing a Pay Structure
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Sample Questions
Q1) Pay ranges are most common for _____.
A) white-collar jobs
B) piece-rate jobs
C) jobs that are covered by union contracts
D) automotive workers
E) construction workers
Q2) Teno Industries Inc.is a manufacturing company based in Texas.Teno Industries implemented the comparable-worth policy to establish equal pay for all employees.However,the organization incurred losses of about $20 million.In this scenario,which of the following is most likely the reason for the failure of the comparable-worth policy?
A) The employer is at an economic disadvantage because of increased pay for some jobs.
B) The policy overlooks the undervalued work performed by women.
C) The policy uses job enrichment to establish pay structure based on market rate.
D) The employer ignores consider the evaluation points for each job.
E) The lower-paid jobs are encouraged to meet the goal of comparable worth.
Q3) How does equity theory justify the high pay of CEOs?
Q4) What is skill-based pay? What are its advantages and disadvantages?
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Chapter 13: Recognizing Employee Contributions With Pay
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136 Verified Questions
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Sample Questions
Q1) Under profit sharing,payments are a percentage of the organization's profits and become part of the employees' base salary.
A)True
B)False
Q2) Employees should participate in pay-related decisions.This will most likely help in the success of incentive plans,and the plans are more likely to influence employee behavior as desired.Which of the following statements weakens this argument?
A) Employees will make decisions that are in their best interests at the expense of the organization's interests.
B) It is difficult to monitor an employee's work output when decisions are made by the employee.
C) When employees become more involved in pay decisions, they neglect the work assigned to them.
D) Employees should be a part of the human resource department to be involved in pay-related decisions.
E) It will have a negative impact on the top-level management of the company.
Q3) What are the different types of pay for rewarding individual performance?
Q4) What are the implications of designing pay for organizational performance?
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Page 15
Chapter 14: Providing Employee Benefits
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Sample Questions
Q1) Under a 401(k)plan,the _____ is responsible for choosing specific investments.
A) employee
B) PGBC
C) ERISA fiduciary advisor
D) financial institution handling the account
E) employer
Q2) Which of the following is an advantage of providing benefits instead of cash compensation?
A) It is simpler to pay compensation in benefits than in cash.
B) Benefits give greater control to employees over cash compensation.
C) All companies that provide benefits become eligible for tax breaks by state and federal agencies.
D) Younger employees place more importance on benefits than cash compensation.
E) Employers can assemble creative benefits packages that give them a competitive advantage.
Q3) What are flexible benefit plans? What are their advantages and disadvantages?
Q4) What is the importance of benefits as a part of employee compensation?
Q5) Floating holidays are standardized on an annual basis in the United States.
A)True
B)False
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Chapter 15: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Which of the following terms refers to a substitute arrangement of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining?
A) Card check provision
B) Corporate union membership
C) Indirect union provision
D) Associate union membership
E) Relational union membership
Q2) An employer's exclusion of workers from a workplace until they meet certain conditions is known as a _____.
A) strike
B) lockout
C) mediation
D) picket line
E) sabbatical
Q3) During a strike,the employer loses production unless it can hire replacement workers,and even then,productivity may be reduced.
A)True
B)False
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Page 17
Chapter 16: Managing Human Resources Globally
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Sample Questions
Q1) Alex,an employee of Teal Inc.,an American company,was sent to Turkey for an assignment.HR specialists at Teal Inc.have been preparing Alex for his return to the United States after three years.Which of the following terms describes the process being undertaken by the HR team at Teal Inc.?
A) Cross-cultural preparation
B) Time orientation
C) Repatriation
D) Uncertainty avoidance
E) Culture shock
Q2) Identify an advantage of having wide latitude in reducing a company workforce.
A) It gives the option of hiring for peak needs and laying off employees if needs decline.
B) It helps in protecting workers' jobs.
C) It helps employees adjust to a new culture.
D) It allows workers to keep more of their earnings regardless of the taxes they pay.
E) It gives employees the advantage of accumulating many years of work experience in an organization.
Q3) Describe the five dimensions of culture as identified by Hofstede.
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