Human Resource Management
Exam Answer Key
Course Introduction
Human Resource Management is a foundational course that examines the essential principles, strategies, and practices involved in effectively managing an organizations human capital. The course explores topics such as recruitment and selection, employee development and training, performance appraisal, compensation and benefits, labor relations, and legal issues related to the workplace. Students will analyze case studies and real-world scenarios to understand how HR functions contribute to organizational success, foster workplace diversity, ensure compliance with employment laws, and create a positive organizational culture. The course also emphasizes the role of HR in strategic planning and adaptation to changing business environments.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
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Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.
A)True
B)False
Answer: False
Q2) Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills.
A)True
B)False
Answer: False
Q3) An active diversity strategy might be pursued as a way of acquiring workers who can help identify a products that might be received favorably by various segments of the marketplace.
A)True
B)False
Answer: True
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) The Civil Rights Act specifically mentions employment practices that are permitted for employers.
A)True
B)False
Answer: True
Q2) Executive Order 11246 covers ________.
A) local government employers
B) private employers with under 15 employees
C) federal contractors with contracts in excess of $10,000
D) private employers with 20 or more employees
Answer: C
Q3) When using stock statistics in job selection discrimination cases, the comparison being made is ________.
A) differences in proportions of groups hired
B) percentages of groups concentrated in certain job categories
C) percentages of groups in job categories relative to their availability in the population
D) percentages of union versus non-unionized employees
Answer: C
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Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) Advances in technology always result in net job destruction, which is one of the main reasons unemployment rates have continued to increase over time.
A)True
B)False
Answer: False
Q2) Replacement and succession planning are conducted primarily for managerial jobs.
A)True
B)False
Answer: True
Q3) A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.
A)True
B)False
Answer: True
Q4) Internal hiring methods are often less expensive than external hiring methods.
A)True
B)False Answer: True
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Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) A job description is best defined as ________.
A) the organization's framework for AA compliance
B) the organization's indicator of tasks, duties, and responsibilities required for each job
C) the organizations principle job training tool
D) the organization's performance appraisal instrument
Q2) Ensuring consistency is seldom important for competency-based job analysis, because the focus is mostly on accuracy and objectivity.
A)True
B)False
Q3) The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.
A)True
B)False
Q4) Competencies contribute to job performance, but not to organizational success.
A)True
B)False
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Page 6
Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) A realistic job preview strategy is best for tight labor markets or higher-value jobs.
A)True
B)False
Q2) Applicants tend not to pay much attention to organizational culture when considering which job to pursue.
A)True
B)False
Q3) A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.
A)True
B)False
Q4) What is the legal status of video résumés and social networking recruiting?
A) they are considered a very low risk recruiting tool
B) they can lead to lawsuits related to "lookism"
C) they have been banned outright in most states
D) they reveal protected class characteristics that may form the basis of a lawsuit
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Page 7
Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) One problem with job postings is that employees may believe that someone has been selected before the job was posted and so will either not bother to apply or will believe the system is unfair.
A)True
B)False
Q2) Which of the following is true regarding mobility paths?
A) Hierarchical mobility paths are primarily lateral in direction.
B) Hierarchical mobility paths make it easy to identify where to look for applicants in an organization.
C) Alternative mobility paths may move in any direction.
D) Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.
Q3) Under a parallel track system, the job titles and salaries of technical specialists are treated as hierarchically arranged.
A)True
B)False
Q4) Alternative mobility paths tend to be very difficult to administer.
A)True
B)False
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Chapter 7: Measurement
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98 Flashcards
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Sample Questions
Q1) The standard error of measurement is a useful indicator of how accurate actual scores of applicants are in assessing the true scores of a given measure.
A)True
B)False
Q2) Numerical employment interview ratings represent objective measures.
A)True
B)False
Q3) A scale in which a given attribute is categorized, and numbers are assigned to the categories, but there is no order or level implied among the categories.
A) nominal
B) ordinal
C) interval
D) ratio
Q4) If the correlation coefficient between variables X and Y is.90, this means that the proportion of common variance shared by the two variables is ninety percent.
A)True
B)False
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9
Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) Which of the following is a typical justification of a BFOQ involving sex that employers use?
A) One sex has an inability to perform the work.
B) Personal contact with others requires same sex.
C) Customers have a preference for dealing with one sex.
D) All of the above are potential justifications.
Q2) One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.
A)True
B)False
Q3) The validity evidence for weighted application blanks is better than that for unweighted application blanks.
A)True
B)False
Q4) Scored evaluations of unweighted application blanks are good predictors of job performance.
A)True
B)False
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Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) What are the most useful personality traits, in order, for selection contexts?
A) Conscientiousness, emotional stability, extraversion
B) Emotional stability, conscientiousness, openness to experience
C) Agreeableness, openness to experience, extraversion
D) Extraversion, conscientiousness, emotional stability
Q2) Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
A)True
B)False
Q3) The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.
A)True
B)False
Q4) Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in ________ jobs.
A) customer service
B) assembly
C) bank teller
D) none of the above
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Assessment centers tend to generate positive reactions from participants.
A)True
B)False
Q2) Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.
A)True
B)False
Q3) Organizations typically have better data with which to make choices on internal than external candidates.
A)True
B)False
Q4) When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.
A)True
B)False
Q5) One of the biggest limitations of assessment centers is their cost.
A)True
B)False
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Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) When using ________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.
A) ranking
B) random selection
C) clinical prediction
D) grouping
Q2) A significance level of p < 0.05 in a validity study means ________.
A) that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
B) that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is
C) that the practical significance of the observed relationship is very low
D) that there are fewer than 5 chances in 100 that a predictor has adverse impact
Q3) One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.
A)True
B)False
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
A)True
B)False
Q2) It's important to encourage newcomers to actively seek out information and build relationships in the orientation and socialization period.
A)True B)False
Q3) Flat pay rate job offers are least appropriate for ________.
A) situations where applicants have very dissimilar KSAOs
B) jobs with a plentiful supply of applicants
C) situations where management desires to avoid inequities in starting pay among new employees
D) jobs where applicants have KSAOs of similar quality
Q4) It is best to ask for proof of employment eligibility prior to making a job offer. A)True B)False
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Page 14
Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Experienced managers who have used staffing system metrics often find that new staffing systems may not represent a significant improvement.
A)True
B)False
Q2) Standardized staffing systems are more likely to generate legal challenges by job applicants.
A)True
B)False
Q3) Organizations that wish to protect themselves from discrimination claims can require employees to sign an enforceable waiver that requires them to use the organization's internal ADR rather than the courts.
A)True
B)False
Q4) Records are not necessary for legal compliance.
A)True
B)False
Q5) Records may be used to audit staffing practices and conduct staffing research.
A)True
B)False
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Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) There are several positive, functional outcomes of employee turnover.
A)True
B)False
Q2) Research suggests that there are differences between the reasons for turnover that employees provide in exit interviews and the reasons employees provide in anonymous surveys.
A)True
B)False
Q3) Downsizing is typically a reflection of ________.
A) overstaffing
B) understaffing
C) an appropriate staffing level
D) none of the above
Q4) Desirability of movement is a weak predictor of voluntary employee turnover.
A)True
B)False
Q5) Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.
A)True
B)False
Page 16
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