Human Resource Management Exam Practice Tests
Course Introduction
Human Resource Management is a comprehensive course that explores the essential functions and strategies involved in effectively managing an organizations workforce. Students will examine key HR practices such as recruitment and selection, training and development, performance appraisal, compensation and benefits, and labor relations. The course emphasizes the importance of aligning human resource policies with organizational goals, understanding ethical and legal considerations, fostering a diverse and inclusive workplace, and adapting to the changing nature of work. Through case studies and real-world applications, students will develop the skills necessary to address contemporary HR challenges and contribute to organizational success.
Recommended Textbook
Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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16 Chapters
1589 Verified Questions
1589 Flashcards
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Chapter 1: Managing Human Resources
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) The process of ensuring that employees' activities and outputs match the organization's goals is called _____.
A) job analysis
B) supply chain management
C) employee development
D) performance management
E) career planning
Answer: D
Q2) No two human resource departments will have precisely the same roles and responsibilities.
A)True
B)False
Answer: True
Q3) The vast majority of HRM professionals have a college degree.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Trends in Human Resource Management
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100 Verified Questions
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Sample Questions
Q1) The new type of psychological contract has resulted in reduced:
A) creativity.
B) employee compensation.
C) flexibility.
D) training and development opportunities.
E) job security.
Answer: E
Q2) Which of the following defines organizations with the best possible fit between their social system and their technical system?
A) Workforce analysis systems
B) Holistic management systems
C) Supply chain systems
D) High-performance work systems
E) Total quality management systems
Answer: D
Q3) An organization's critical work processes are not altered during a reengineering process.
A)True
B)False
Answer: False
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) Differing conduct toward individuals,where the differences are clearly based on the individuals' race,color,religion,sex,national origin,age,or disability status is termed as
A) disparate impact
B) affirmative action
C) disparate treatment
D) reasonable accommodation
E) reverse discrimination
Answer: C
Q2) The _____ is primarily responsible for enforcing the laws passed by Congress.
A) U.S. House of Representatives
B) U.S. Senate
C) executive branch of the government
D) legislative branch of the government
E) U.S. Cabinet
Answer: C
Q3) An employer's refusal to hire a pregnant woman is acceptable by law.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) The process of analyzing the tasks necessary for the production of a product or service is termed as _____.
A) ergonomics
B) work flow design
C) utilization analysis
D) industrial engineering
E) break-even analysis
Q2) In which of the following scenarios will workers be less motivated to perform the job?
A) When the job requires a variety of skills to be performed
B) When the job requires completing the whole piece of work from beginning to end
C) When the job has minimal impact on the lives of other people
D) When the job allows individuals to take autonomous decisions about the job
E) When a person receives clear information about performance effectiveness from the work itself
Q3) Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.
A)True
B)False
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6
Chapter 5: Planning for and Recruiting Human Resources
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103 Flashcards
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Sample Questions
Q1) Referrals are people who apply for a vacancy without prompting from the organization.
A)True
B)False
Q2) The goals that are set in the human resource planning process should come directly from:
A) the mid-level managers.
B) the analysis of labor supply and demand.
C) the judgments and choices made by the technical experts in the organization.
D) the feedback provided by the organization's customers.
E) the line workers at the grassroots level.
Q3) Which of the following statements is true regarding referrals?
A) Referrals fall under the category of internal source of recruitment.
B) The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C) The use of referrals tends to promote nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.
Q4) What are the challenges associated with temporary workers and contract workers?
Q5) Outline two personnel policies that are especially relevant to recruitment.
Page 7
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) What is race norming?
A) Treating a range of scores as being similar
B) Establishing different norms for hiring members of different racial groups
C) A legal quota system that protects interests of people with disabilities
D) Basing selection decisions on a common norm for all races, regardless of impact
E) Use of cognitive tests that discriminate against women and people with disabilities
Q2) Which of the following is true about cognitive ability tests?
A) They are especially valid for jobs requiring adaptability.
B) They are relatively expensive compared to the other tests.
C) They measure strength, endurance, psychomotor abilities, and other physical abilities.
D) They are free from legal complications.
E) They are especially valid for simple jobs.
Q3) Under the ADA,when an employer makes hiring decisions,he is permitted to use employment physical exams that could reveal a psychological or physical disability.
A)True
B)False
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Chapter 7: Training Employees
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Sample Questions
Q1) Which of the following types of professions would typically have an internship?
A) Electrician
B) Doctor
C) Carpenter
D) Plumber
E) Welder
Q2) Diversity training programs that focus on behavior aim at:
A) increasing participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities.
B) teaching employees to be effective at different tasks and roles.
C) sending participants directly into communities where they interact with persons from different cultures, races, and nationalities.
D) changing organizational policies and individual conduct that inhibit employees' personal growth and productivity.
E) making people aware of cultural differences and stereotypes.
Q3) Social support refers to the ways the organization's people encourage training.
A)True
B)False
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Chapter 8: Managing Employees Performance
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Sample Questions
Q1) Identify the evaluation approach to performance measurement that meets the following criteria: very high fit with strategy,usually high validity,high reliability,high acceptability,and high specificity regarding results but low specificity regarding behaviors necessary to achieve them.
A) Comparative
B) Attribute
C) Behavioral
D) Results
E) Developmental
Q2) Which of the following is true about the paired-comparison method of measuring employee performance?
A) It is time consuming if a group has more than a handful of employees.
B) It is also known as the alternation ranking method.
C) It rates everyone favorably or near the center of the scale.
D) It assigns a certain percentage of employees to each category in a set of categories.
E) It requires managers to rank employees in their group from the highest performer to the poorest performer.
Q3) Discuss different ways to improve a performance feedback session.
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Chapter 9: Developing Employees for Future Success
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Sample Questions
Q1) In the feedback step of the career management process,the employee is primarily responsible for:
A) ensuring that the goal is specific, challenging, and attainable.
B) identifying company resources needed to reach goals.
C) identifying what skills he/she could realistically develop in light of the opportunities available.
D) identifying resources needed, including courses, work experiences, and relationships.
E) identifying strengths, weaknesses, interests, and values.
Q2) Which of the following helps identify employees' preferences for working in different types of environments like sales and counseling?
A) Myers-Briggs Type Indicator
B) Self-Directed Search
C) Leaderless group discussion
D) Occupational Outlook Handbook
E) Strong-Campbell Interest Inventory
Q3) What are the four steps of a basic career management system?
Q4) Describe a leaderless group discussion.
Q5) Discuss the relationship between training,development,and careers.
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Chapter 10: Separating and Retaining Employees
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Sample Questions
Q1) A progressive discipline system:
A) includes peer reviews, mediation and arbitration.
B) always involves four parties: the employee, the union, the company, and the courts.
C) communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness.
D) is consistent with the employment-at-will doctrine because it gives employers the power to hire-or-fire at will.
E) is objective, immediate, and impersonal.
Q2) In the role analysis technique,the people who directly interact with the person who is filling a new role is referred to as the person's:
A) role occupants.
B) role managers.
C) role set.
D) role sitters.
E) benchmarkers.
Q3) What is job satisfaction? Mention some aspects of job satisfaction.
Q4) Discuss the principles of justice that are to be followed in a system of disciplining or terminating employees.
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Page 12
Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) A drawback of pay rates is that they:
A) increase the administrative burden of managing the compensation system.
B) result in decreased promotional opportunities for employees.
C) result in some jobs being underpaid and others being overpaid.
D) increase the costs of surveying the market.
E) grouping jobs will result in rates of pay for individual jobs that precisely match the levels specified by the market.
Q2) Define job structure,pay level,and pay structure.
Q3) Organizations in a product market compete to serve different customers.
A)True
B)False
Q4) _____ is a set of possible pay rates defined by a minimum,maximum,and midpoint of pay for employees holding a particular job.
A) Pay grade
B) Pay range
C) Pay differential
D) Compa-ratio
E) Compensation differential
Q5) What are the limitations of using a job-based pay structure?
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Piecework rate plans are most suited for _____.
A) innovative tasks
B) non-standard jobs
C) managerial jobs
D) jobs with difficult-to-measure output
E) routine, standardized jobs
Q2) Martin owns and manages a small auto-parts shop.He determines the time required to complete each task in his shop.When an employee completes the repair in less time,he/she receives an amount of pay equal to the rate determined by Martin for .Martin is using a:
A) standard hour plan.
B) differential piecework plan.
C) merit pay plan.
D) straight piecework plan.
E) Scanlon plan.
Q3) What are the different types of incentive pay? How should organizations choose the right type of incentive pay?
Q4) What are the different types of piecework rates? Explain each of them.
Q5) How do employee stock ownership plans differ from stock options?
Q6) What are the implications of designing pay for organizational performance?
Page 14
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Chapter 13: Providing Employee Benefits
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Sample Questions
Q1) For the average employee,the most common type of insurance offered as benefits is the pension program.
A)True
B)False
Q2) What are the objectives of the unemployment insurance program established by the Social Security Act of 1935.How is this program funded?
Q3) Discuss the role of the Age Discrimination in Employment Act (ADEA)in employee benefits packages?
Q4) Which of the following is true of the cost of benefits?
A) Data about costs help employers to select the kinds of benefits to offer.
B) The lowest-cost items tend to offer the most room for savings.
C) Non-negotiable benefits tend to help the employer save more.
D) Cost control is easier when economic growth slows.
E) Concern over costs has prompted many employers to shift from PPOs to traditional health insurance.
Q5) The funding for unemployment insurance comes from federal and state taxes on employees.
A)True B)False
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) The NLRB has two major functions: to prevent unfair labor practices and to:
A) conduct periodic onsite inspections of union and company financial records.
B) conduct and certify representation elections.
C) make rules and regulations for union-management relations.
D) levy punitive charges on violators.
E) monitor and regulate labor relations in small, local businesses.
Q2) Describe the different approaches to collective bargaining proposed by Richard Walton and Robert McKersie,giving examples wherever possible.
Q3) A(n)_____ is a union security arrangement under which a person must be a union member before being hired.
A) agency shop
B) union shop
C) closed shop
D) maintenance of membership provision
E) checkoff provision
Q4) According to data from the Federal Mediation and Conciliation Service,the largest share of arbitration cases involved wages.
A)True
B)False
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) How can companies help expatriates return to the home country after completing a foreign assignment?
Q2) Which of the following is true of pay structures in collectivist cultures?
A) They appreciate great differences in pay between the organization's highest- and lowest-paid employees.
B) They see compensation tied to individual performance as fair.
C) They tend to have much flatter pay structures.
D) They get motivated with individual performance awards.
E) They value person-job fit more than person-organization fit.
Q3) How does a collectivist culture influence the HRM decisions related to job design?
A) It gives more importance to skills, resources, and personality to succeed on the job.
B) It encourages employees to make their own decisions.
C) It gives emphasis to person-organization fit.
D) It focuses on long-term rewards.
E) It relies heavily on person-job fit.
Q4) Discuss how economic systems impact HRM in international markets.
Q5) Discuss the challenges related to compensating employees from other countries.
Q6) Explain Hofstede's dimensions of culture.
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?
A) High employee turnover
B) Critical, systematic thinking
C) Disruptive learning
D) Organizational change
E) Organizational anarchy
Q2) What is an HRM audit?
Q3) 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.
Q4) An HRM audit is a formal review of the outcomes of HRM functions.
A)True
B)False
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