HR Planning and Development Test
Questions
Course Introduction
HR Planning and Development explores the strategies and processes involved in forecasting human resource needs and ensuring an organization has the right talent to achieve its objectives. The course covers topics such as workforce analytics, succession planning, talent acquisition, competency modeling, and employee development.
Students learn how to align HR planning with organizational goals, address skills gaps, and implement effective training programs. Emphasis is placed on adapting to changing business environments and the ethical considerations in managing human capital.
Recommended Textbook
Human Resource Management 3rd Edition by Robert N. Lussier
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Chapter 1: The New Human Resource Management Process
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Sample Questions
Q1) Annika,who is a line manager,recommended one of her employees for a new job higher up in the organization.Based on what she knew of the employee's capabilities and limitations,Annika voiced her opinion that her employee would be a good fit for the position.Her recommendation is part of the ______ responsibilities of line management.
A) legal considerations
B) appraisal and promotion
C) leadership and motivation
D) training and development
Answer: B
Q2) The ______ discipline of human resource management encompasses all of the things that need to happen to get people interested in working for a company,including the recruiting process,selecting the best candidates who apply,and getting them settled into their new jobs.
A) interpersonal
B) training
C) staffing
D) revenue
Answer: C
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Chapter 2: Strategy-Driven Human Resource Management
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Sample Questions
Q1) The written objective "to increase the durability of our product by 20%" is missing which recommended criteria?
A) It does not focus on a single result.
B) It is not specific.
C) It is not measurable.
D) It has no target date.
Answer: D
Q2) Acme Global created an application that allows customers to send in orders quickly and easily.Since rolling out the new app,orders have increased by 20%.This represents the influence of ______ in the external environment on the organization.
A) labor force
B) shareholders
C) technology
D) competition
Answer: C
Q3) Organizational culture consists of behavior,values and beliefs,and assumptions.
A)True
B)False
Answer: True
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Chapter 3: The Legal Environment and Diversity Management
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Q1) ______ is any action such as firings,demotions,schedule reductions,or changes that would harm the individual employee.
A) Constructive discharge
B) Retaliation
C) Right-to-sue
D) Adverse employment action
Answer: D
Q2) ______ exists when an employee is put under such extreme pressure by management that continued employment becomes intolerable and,as a result,the employee quits,or resigns from the organization.
A) Right-to-sue
B) Retaliation
C) Adverse employment action
D) Constructive discharge
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) Talia is performing a job analysis.She gives Eduardo a set of questions to answer,since he has held the position of line supervisor for more than a year.In this scenario,Talia is conducting ______.
A) an investigation
B) performance evaluation
C) a job analysis interview
D) a downsizing
Q2) Alex wants to apply the job characteristics model to her employees' work.She plans to sit down with each employee and describe how the employee's job impacts the organization and brings in customers.Alex is trying to change the ______ of the jobs.
A) skill variety
B) autonomy
C) task significance
D) feedback
Q3) Job rotation is when an organization uses a software program that allows employees to "reserve" office space for particular parts of the workweek when they will need it.
A)True
B)False
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Chapter 5: Recruiting Job Candidates
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Sample Questions
Q1) In a realistic job preview,the candidate is given both good and bad information about the tasks and requirements of the job.
A)True
B)False
Q2) ______ employment agencies are privately owned and charge a fee for their services.
A) Public
B) Private
C) Institutional
D) Internal
Q3) What is "grit" and why is it important in recruiting?
Q4) ______ publications target specific groups of people and may be good source of recruits for focused jobs
A) Specialized
B) Generalized
C) Forecast
D) Regression
Q5) Describe the expectations of Millennials and Generation Z when it comes to work and jobs.
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Chapter 6: Selecting New Employees
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Q1) When conducting a selection interview,Maria described the job to the candidate and answered the candidate's questions about the job.Then Maria asked whether the candidate was still interested in the job.The candidate was no longer interested.Maria thanked the candidate for coming in and closed the interview.Maria's interview ended after the ______ step.
A) open the interview
B) present the realistic job preview
C) ask your questions
D) behavioral question
Q2) When conducting selection interviews,Sarah likes to ask questions like "Imagine you are working the night shift and a piece of machinery breaks down.What would you do?" Sarah is asking ______ questions.
A) probing
B) unstructured
C) closed-ended
D) hypothetical
Q3) Selection is the process of choosing the best-qualified applicant for a job.
A)True
B)False
Q4) Describe the various types of selection tests.
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Chapter 7: Learning and Development
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Q1) How can an organization measure the success of training?
Q2) Describe what is meant by the definition of a career as "the individually perceived sequence of attitudes and behaviors associated with work-related experiences and activities over the span of the person's life."
Q3) What is the difference between training and employee development?
Q4) After training,______ evaluations try to determine whether or not individual behavioral changes have improved productivity.
A) results
B) behavior
C) emotional
D) ability
Q5) In business,learning is any relatively permanent change in behavior that occurs as a result of experience or practice.
A)True
B)False
Q6) Employee development is the process of introducing new employees to the organization and their jobs.
A)True
B)False
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Chapter 8: Performance Management and Appraisal
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Q1) Describe the difference between performance management and performance appraisals.
Q2) Evaluation is mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics as the group.
A)True
B)False
Q3) When appraising an automobile mechanic,Felicidad based her appraisal on the individual's performance doing routine maintenance and repairs on cars.It appears that Felicidad is basing her appraisal on ______.
A) traits
B) behaviors
C) results
D) incidents
Q4) Describe the common problems with performance appraisals and how to avoid them.
Q5) Performance appraisal is the process of identifying,measuring,managing,and developing the performance of the human resources in an organization.
A)True
B)False
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Chapter 9: Rights and Employee Management
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Sample Questions
Q1) ______ is corrective action designed to get employees to meet standards and the code of conduct.
A) Serious misconduct
B) Employee assistance programs (EAPs)
C) Coaching
D) Discipline
Q2) ______ are things that individuals are allowed to do based on asking permission from an authority.
A) Abilities
B) Privileges
C) Goals
D) Rights
Q3) At the end of the selection process at Acme Global,all new employees are required to pass a physical exam that includes a urinalysis.This is part of management's right to establish ______.
A) drug testing
B) workplace monitoring
C) employment-at-will
D) orientation period
Q4) How do we develop a habit to change behavior?
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Chapter 10: Employee and Labor Relations
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Sample Questions
Q1) An implied contract exists when parties form an agreement from their actions rather than from a specific oral or written agreement.
A)True
B)False
Q2) Kannitha is concerned about union organizing activities among her employees.She knows that one employee,Joao,is anti-union and not attending any of the organizing meetings.Kannitha asks Joao to start attending and to report back to her on what is happening so they can keep the union from forming.Joao does so and lets Lauren know what is being said at the meetings.It appears Lauren violated which of the NLRB's NO TIPS rules regarding what management cannot do during labor elections.
A) no threats
B) no interrogations
C) no promises
D) no spying
Q3) Describe the main points of the Railway Labor Act of 1926,the National Labor Relations Act of 1935,and the Labor Management Relations Act of 1947.
Q4) Describe how the message-sending and the message-receiving processes help improve trust in organizations.
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Chapter 11: Compensation Management
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Sample Questions
Q1) Organizations must decide if they are going to have a ______ philosophy or a longevity philosophy.
A) evaluation
B) assessment
C) performance
D) seniority
Q2) The result of ______ theory is that our employees will either be motivated by their outcomes,including compensation,or be demotivated by them.
A) instrumentality
B) equity
C) expectancy
D) valence
Q3) The ______ of an organization includes anything that an employee may value and that the employer is willing and able to offer.
A) expectancy
B) equity
C) rate
D) compensation system
Q4) Describe the four components of a compensation system.
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Chapter 12: Incentive Pay
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Q1) Describe the advantages and disadvantages of individual incentives.
Q2) Managers should keep the time between the performance and reward as ______ as possible.
A) long
B) variable
C) short
D) undeterminable
Q3) In order for a(n)______ incentive program to work,it must provide a significant incentive to the salesperson to be successful in selling and provide a disincentive to make a harmful "quick sale."
A) commission
B) bonus
C) merit
D) entitlement
Q4) Entitlements pay a portion of company proceeds to the highest performing employees of the firm through a bonus payment.
A)True
B)False
Q5) Describe the major reasons why an organization would use incentive pay.
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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) Describe the strategic value of benefits programs to organizations.
Q3) Erin knows exactly what benefits she will receive when she retires.She has worked for the same organization for 20 years and will receive 65% of the average of her two highest years of pay.Erin's retirement plan is a ______ plan.
A) defined benefit
B) defined contribution
C) vesting
D) experience
Q4) Patient Protection and Affordable Care Act is a law that requires employers to offer to maintain health insurance for a period of time on individuals who leave their employment.
A)True
B)False
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Chapter 14: Workplace Safety, Health, and Security
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Q1) Antonia feels like she has been working too hard for too long.She used to love her job and looked forward to coming to work.Now she has to force herself out of bed on workdays and dreads going to the office.Antonia is experiencing ______.
A) burnout
B) functional stress
C) unsafe work conditions
D) bad management
Q2) ______ programs offer health education,training and fitness,weight and lifestyle management,and health risk assessment services to employees.
A) Performance
B) Wellness
C) Healthy working
D) Vesting
Q3) ______ is the state of physical and psychological wellness in the workforce.
A) Ergonomics
B) Vesting
C) Employee health
D) Stress
Q4) Describe the value of wellness organizations like eDocAmerica.
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Chapter 15: Organizational Ethics, Sustainability, and Social Responsibility
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Q1) Alexander did not make many sales this quarter.He considered adding a few fake entries to his quarterly report.However,he decided not to do so when the boss mentioned that the new computer software is designed to catch any inconsistencies.It appears Alexander is at the ______ of moral development.
A) preconventional level
B) conventional level
C) postconventional level
D) neoconventional level
Q2) In a(n)______ approach to corporate social responsibility,each issue requires analysis,risk-reward considerations,and determining how stakeholder relations affect the overall health of the corporation.
A) situational
B) overall
C) internal
D) motivational
Q3) Authority is the obligation to answer for something or someone; it is the duty to carry out an assignment to a satisfactory conclusion.
A)True
B)False
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Chapter 16: Global Issues for Human Resource Managers
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Q1) Around the early to mid-______ countries began forming reasonably large trade blocs to encourage trade between member countries but discourage trade from outside the trade blocs through trade barriers.
A) 2000s
B) 1970s
C) 1980s
D) 1990s
Q2) ______ communication uses items that we surround ourselves with,such as jewelry,clothing,or even the car we drive.
A) Verbal
B) Symbolic
C) Explicit
D) Implied
Q3) The process of bringing home an individual after they have been on international assignment is called ______.
A) expatriation
B) adaptation
C) repatriation
D) onshoring
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