Human Capital Management Exam Preparation Guide
Course Introduction
Human Capital Management focuses on the strategic approach to acquiring, developing, managing, and retaining an organizations most valuable assets its people. This course explores contemporary theories and practices related to workforce planning, talent acquisition, training and development, performance management, compensation, and employee relations. Students will gain an understanding of how human capital contributes to organizational success, the challenges of managing a diverse workforce, and the role of technology in human resource processes. Real-world case studies and practical tools are used to emphasize the importance of aligning human capital strategies with business objectives.
Recommended Textbook
Human Resource Management 15th Edition by
Robert L. Mathis
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16 Chapters
1604 Verified Questions
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
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Sample Questions
Q1) The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.
A)True
B)False
Answer: True
Q2) Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role?
A) Administrative capabilities
B) Operational knowledge
C) Ability to guide others during changes
D) Legal capabilities
Answer: C
Q3) Define human resource management.
Answer: Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.
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Page 3
Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) Which of the following best defines the term 'effectiveness'?
A) The degree to which operations are done in an economical manner
B) The ability to produce a specific desired effort or result that can be measured
C) The degree to which operations are done in the least possible time
D) The ability to produce a specific desired effort or result that cannot be measured
Answer: B
Q2) In the balanced scorecard framework, utilization of capital is classified under _____.
A) financial measures
B) internal business processes
C) customer relations
D) learning and growth activities
Answer: A
Q3) Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice.
A)True
B)False
Answer: True
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4
Chapter 3: Equal Employment Opportunity
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Q1) The Americans with Disabilities Act (ADA) covers all state government employees.
A)True
B)False
Answer: False
Q2) The _____ prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.
A) Civil Rights Act
B) Family and Medical Leave Act
C) Americans with Disabilities Act
D) Taft-Hartley Act
Answer: C
Q3) The Equal Employment Opportunity Commission (EEOC) enforces employment laws in both private and public workplaces.
A)True
B)False
Answer: True
Q4) Explain the concept of status-blind employment decisions.
Answer: Status blind is a concept that emphasizes that differences among people should be ignored and everyone should be treated equally.
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Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) Jill, who works with SunFun LLC, is responsible for handling the job analysis in her organization. She has developed job descriptions and job specifications. Which of the following will typically be Jill's next step?
A) Preparing for and introducing job analysis
B) Maintaining and updating job descriptions and job specifications
C) Planning the job analysis
D) Conducting the job analysis
Q2) _____ play a significant role in job design because often they are the people who establish jobs and their design components.
A) Managers
B) Employees
C) Human resource personnel
D) Business consultants
Q3) Job enrichment involves broadening the scope of a job by expanding the number of different tasks to be performed.
A)True
B)False
Q4) Explain why job design is important.
Q5) Define workflow analysis.
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Chapter 5: Individual/Organization Relations and Retention
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Q1) Mark was terminated by his company because of his poor client relations skills that resulted in a major client leaving the firm for a competitor. This is an example of_____.
A) involuntary turnover
B) positive turnover
C) uncontrollable turnover
D) dysfunctional turnover
Q2) According to Maslow, after a person fulfilled his or her safety needs, he would immediately proceed to fulfill his_____.
A) physiological needs
B) belonging needs
C) actualization needs
D) esteem needs
Q3) List the three major factors that influence individual performance in organizations.
Q4) Which of the following theorists developed the need theory?
A) Frederick Herzberg
B) Lyman Porter
C) Abraham Maslow
D) Carl Jung
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Which of the following statements is true of good recruiting efforts?
A) If a disparate impact exists between an employer's workforce and the relevant labor markets, then the employer is required by law to expand its internal recruiting efforts.
B) If a company has few Somali employees in a community with a large Somali presence, a good recruiting strategy is to have company employees who are not from Somali to help with recruiting.
C) It would be discriminatory for a race track to advertise job openings for "exercise boys."
D) The Equal Employment Opportunity Commission (EEOC) guidelines state that indirect references implying gender or age are permitted.
Q2) Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.
A)True
B)False
Q3) Acceptance rate measures not just recruiting but selection issues as well.
A)True
B)False
Q4) Write a short note on Internet job boards.
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Chapter 7: Selecting Human Resources
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103 Flashcards
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Sample Questions
Q1) In her interview for a position as a bartender at a luxury hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Such types of questions are typically asked in _____ interviews.
A) behavioral
B) nondirective
C) situational
D) stress
Q2) In a situational interview, applicants are required to give specific examples of how they have handled a problem in the past.
A)True
B)False
Q3) John has a minor hand tremor which affects his ability to write legibly. This hand tremor would most likely lower John's score on the MacQuarie Test for Mechanical Ability and disqualify him for jobs requiring fine manual dexterity.
A)True
B)False
Q4) Define situational judgment tests.
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Explain why post-measure is a less rigorous design for training evaluation.
Q2) Explain the term adult learning. Discuss some of the principles for designing training for adults.
Q3) At GetHelp Inc., after customer service representatives complete training, their phone calls are monitored to determine if they are applying the lessons about gathering pertinent information from callers. This evaluation best exemplifies a _____ measure.
A) reaction-level
B) learning-level
C) results-level
D) behavior-level
Q4) Attitude survey data are typically used in _____ analysis of training needs.
A) individual
B) organizational
C) task
D) job
Q5) Ideally, training should be viewed tactically rather than strategically.
A)True
B)False
Q6) How can job or task analysis help assess training needs?
Page 10
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Chapter 9: Talent, Careers, and Development
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Sample Questions
Q1) Glass ceiling describes the situation in which women rapidly progress into top and senior positions.
A)True
B)False
Q2) Clarence is the Assistant Vice President of quality control for a medical equipment manufacturing firm. However, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, Clarence will resume his job duties with his employer. Clarence is_____.
A) in phased retirement
B) an executive educator
C) rotating through a non-core function
D) on a sabbatical leave
Q3) In order to reward talented technical people who do not want to move into management, many companies have established_____.
A) corporate universities for technical development
B) portable career paths
C) dual-career ladders
D) job rotation programs
Q4) Why do companies want to use automated talent management?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) Describe supervisory rating of subordinates, employee rating of managers, team/peer rating, self-rating, and outsider rating.
Q2) Which of the following is true of appraisal interviews?
A) Managers must not communicate praise or constructive criticism.
B) Managers must communicate only praise and not constructive criticism.
C) Managers must communicate both praise and constructive criticism.
D) Managers must communicate only constructive criticism and not praise.
Q3) When creating a BARS system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.
A)True
B)False
Q4) Companies must only use multisource feedback primarily as an administrative tool. A)True
B)False
Q5) The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.
A)True
B)False
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Which of the following is true of an employer who uses the third-quartile strategy of compensation?
A) The employer pays the employees above market levels.
B) The employers determine the pay irrespective of the market scenario.
C) The employer pays the employees below market levels.
D) The employer pays the employees on par with the market levels.
Q2) Procedural justice is the perceived fairness in how rewards are distributed.
A)True
B)False
Q3) The ranking method is a simple system of job evaluation that places jobs in order, from highest to lowest, by their value to the organization.
A)True
B)False
Q4) Which of the following is typically the first step in the compensation administration process?
A) Job analysis
B) Job evaluation
C) Compensation philosophy
D) External focus
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Gainsharing is the system of_____.
A) treating all employees as equals irrespective of their productivity and the gains they bring
B) sharing with employees the gains in profits and productivity equally
C) rating employees on the basis of their productivity and the profits they bring
D) sharing with employees greater-than-expected gains in profits and productivity
Q2) The compensation committee is a_____.
A) subgroup of the board of directors that is composed of directors who are not officers of the firm
B) subgroup of the management that is composed of managers who are currently the officers of the firm
C) subgroup of the union that is composed of employees who are not officers of the firm
D) subgroup of the shareholders that is composed of investors who are currently the officers of the firm
Q3) Explain the salary-only approach of sales compensation.
Q4) Describe the different types of work unit/team incentives.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Medicare is the health insurance program that was implemented by the government in 1965 to provide medical care primarily for_____.
A) disabled workers
B) government employees
C) people over the age of 65
D) cancer patients
Q2) The concept of no-fault insurance implies that an injured worker would not receive benefits if the accident was the employee's fault.
A)True
B)False
Q3) Copayments are costs that an insured pays for medical treatment.
A)True
B)False
Q4) Increases in employer expenditures for benefits are growing faster than increases in wages for employees.
A)True
B)False
Q5) Why is the communication of benefits important for the efficient functioning of a company?
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Chapter 14: Risk Management and Worker Protection
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Q1) If employees are provided material safety data sheets in English by a company that uses hazardous chemicals despite knowing that some of the employees do not understand English, and one such employee is injured while on the job, the company is guilty of violating OSHA regulations.
A)True
B)False
Q2) Ergonomics can provide economic value for employers by reducing injuries.
A)True
B)False
Q3) OSHA mandates that in chemical industries, MSDSs be made available ony to the management.
A)True
B)False
Q4) How doesOSHA affect recordkeeping practices of an organization?
Q5) Which of the following is a part of security audits?
A) Identification of mentally-ill employees
B) Identification of the whistle-blowers in a company
C) Validation of employee screening and selection
D) Review of disaster plans of an organization
Q6) Why is obesity among the workforce an important concern for employers?
Page 16
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Explain how the personal behavior of employees at workplaces can create issues in organizations.
Q2) What are the consequences that employers may face if they fail to follow up on implied promises?
Q3) The use of employment contracts is restricted to the hiring of executives and senior managers.
A)True
B)False
Q4) The Polygraph Protection Act allows the use of polygraphs for most pre-employment screening.
A)True
B)False
Q5) Including a disclaimer in an employee handbook that employees can be terminated at any time with or without cause does not imply that the right of employment-at-will holds.
A)True
B)False
Q6) Explain the Drug-Free Workplace Act of 1988.
Q7) How does procedural justice differ from distributive justice?
Q8) Differentiate between upward and downward communication in workplaces.
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Chapter 16: Union/Management Relations
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Q1) A union is removed as the representative of a group of employees by the process of_____.
A) union busting
B) delisting
C) deunionization
D) decertification
Q2) During a contract negotiation, the management of Wild Mist Inc. and its employee union fail to reach an agreement on an issue related to retirement benefits. A neutral third party is called in to come up with a solution, make the necessary decisions, and reach a settlement. The process used by the third party in the given scenario is referred to as_____.
A) fact-finding
B) conciliation
C) arbitration
D) mediation
Q3) Explain why employers resist unions.
Q4) A union steward is a full-time union official who operates the union office and assists union members.
A)True
B)False
Page 18
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