Human Resource Management Exam Preparation Guide
Course Introduction
Human Resource Management is a comprehensive course that explores the fundamental concepts, strategies, and practices involved in effectively managing people within organizations. Students will examine key areas such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal aspects of employment. Emphasis is placed on the alignment of human resource policies with organizational goals, fostering a productive work environment, and understanding the impact of globalization and technology on HR practices. Through case studies and practical applications, students will develop the skills necessary to address contemporary HR challenges and contribute to organizational success.
Recommended Textbook
Compensation 11th Edition by George Milkovich
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Page 2
Chapter 1: The Pay Model
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Q1) Which of the following policy decisions directly affects employees' attitudes and work behaviors?
A) Employee contributions
B) Internal alignment
C) External competitiveness
D) Management
Answer: A
Q2) The objective of procedural fairness suggests the way a pay decision is made may be as important to employees as the results of that decision.
A)True
B)False
Answer: True
Q3) Management of the pay system focuses on cost control and employee perceptions of fairness since they are most important to management.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategy: The Totality of Decisions
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Q1) ______________ changed its compensation strategy as the company grew and matured?
A) SAS
B) Google
C) Microsoft
D) CNET
Answer: C
Q2) _____________ is the measure of how important compensation is in the overall HR strategy.
A) Competitiveness
B) Prominence
C) Centrality
D) Goal-focused
Answer: B
Q3) Benchmarking and copying best practices does not lead to competitive advantage.
A)True
B)False
Answer: True
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Chapter 3: Defining Internal Alignment
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Q1) What are the advantages of an egalitarian structure over a hierarchical structure?
Answer: The advantages of an egalitarian structure over a hierarchical structure are as follows:
i.An egalitarian structure,several levels of work are removed so that all employees at all levels become responsible for a broader range of tasks but also have greater freedom to determine how best to accomplish what is expected of them.Hierarchical structures have many levels of work.
ii.An egalitarian structure sends the message that all employees are valued equally.The assumption is that more equal treatment will improve employee satisfaction,support cooperation,and therefore affect workers' performance.
iii.Egalitarian structures have a sizable effect on individual performance.A mediocre performer improves more on a team with an egalitarian structure than on a team with a hierarchical structure.The egalitarian pay structure reflects a more flexible,supportive organization culture in which a mediocre employee is given the training and support needed to improve.
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Chapter 4: Job Analysis
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Q1) The emphasis of job content data is the purpose of each task.
A)True
B)False
Q2) Engineering,sales,maintenance are examples of ___________
A) occupations
B) job families
C) job dimensions
D) job groups
Q3) List the major decisions in designing a job analysis.
Q4) Job analysis procedure recommendations call for performing the first interviews with job incumbents.
A)True
B)False
Q5) A specific statement of what a worker does on a job is a _____.
A) task dimension
B) task
C) job element
D) None of these
Q6) How is validity important in judging job analysis?
Q7) Write a short note on Americans with Disabilities Act.
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Chapter 5: Job-Based Structures and Job Evaluation
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Q1) The most widely used point method job evaluation is the:
A) Hay plan.
B) Equal Pay Act generic plan.
C) factor comparison plan.
D) position analysis questionnaire plan.
Q2) All of the following are advantages of the ranking method of job evaluation except:
A) rankings are easy to defend and justify.
B) the evaluation process is fast.
C) the evaluation process is inexpensive.
D) the evaluation process is not complex.
Q3) Compensable factors based upon the work itself provide the best rationale for pay differences.
A)True
B)False
Q4) Compensable factors are aspects of work that add value to the organization.
A)True
B)False
Q5) What are the two aspect of diversity in work?
Q6) Discuss the two methods of ranking.
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Chapter 6: Person-Based Structures
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Q1) The main advantage of skill-based pay plans is:
A) the line of sight is clear.
B) they aid in matching workers to the work flow.
C) they are less expensive than job-based plans.
D) courts view them very favorably.
Q2) An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to:
A) examine the number of formal appeals.
B) examine the number of requests for reanalysis.
C) conduct employee attitude surveys.
D) examine the number of job offers not accepted.
Q3) The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential.
A)True
B)False
Q4) The main appeal of competencies is the direct link to the organization's strategy.
A)True
B)False
Q5) What are the common certification methods organizations use?
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Chapter 7: Defining Competitiveness
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Q1) The most influential theory explaining pay-level differences is marginal revenue productivity.
A)True
B)False
Q2) What explains the upward sloping supply under the human capital theory?
Q3) Employers continue to hire until marginal revenue of the last hire equals their wage rate because as per the first labor market theory assumption:
A) markets are competitive.
B) pay rates reflect all costs of employment.
C) employers seek to maximize profits.
D) workers are homogeneous and interchangeable.
Q4) All of the following except the _____ shape external competitiveness.
A)skill level of employees
B)nature of demand
C)industry strategy
D)level of product demand
Q5) What is the relevance of signaling in compensation systems?
Q6) What is the principal argument of the compensating differentials theory?
Q7) Explain external competitiveness.
Page 9
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Chapter 8: Designing Pay Levels, mix, and Pay Structures
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Q1) Applying the job evaluation process to pay survey jobs to assess the degree of match between survey jobs and benchmark jobs is called the _____ approach.
A) low-high
B) benchmark job
C) benchmark conversion
D) point survey conversion
Q2) Explain the market pricing approach to compensation.
Q3) A common practice is to use the 10<sup>th</sup> and 90<sup>th</sup> percentiles from pay survey data to set minimums and maximums of pay grades.
A)True
B)False
Q4) Explain the low-high approach in selecting jobs for inclusion in a compensation survey.
Q5) The _____ minimizes distortion of the central tendency caused by outliers.
A) weighted mean
B) mean
C) mode
D) median
Q6) Explain the concept of pay ranges.
10
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Chapter 9: Pay-For-Performance: the Evidence
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Q1) The key ingredient in _____ is careful cost analysis to make sure the dollar cost of the package an employee selects meets employer budgetary limits.
A) gain-sharing plans
B) individual incentive plans
C) success-sharing plans
D) cafeteria-style compensation
Q2) When moving from an individual to a group incentive plan,you would expect _____.
A) high turnover among high performers
B) an increase in instrumentality
C) an increase in the output of high performers
D) an increase in perceived equity
Q3) Growing evidence suggests that the major effect of skill-based pay is _____.
A) high productivity
B) reduced labor costs
C) high quality products
D) low training costs
Q4) Explain the expectancy theory of motivation.
Q5) The trend today is toward less stable and less secure compensation packages.
A)True
B)False
11
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Chapter 10: Pay-For-Performance Plans
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Q1) Usually _____ are awarded for exceptional performance,often on special projects or for performance that so exceeds expectations as to be deserving of an add-on bonus.
A) variable pay awards
B) individual spot awards
C) lump-sum bonuses
D) merit pay
Q2) It is observed that _____ is/are commanding a larger share of the total compensation for all employee groups.
A) merit pay
B) health benefits
C) retirement benefits
D) variable pay
Q3) Individual incentives never include financial penalties for poor performance.
A)True
B)False
Q4) Recently,the private sector has shown more interest and innovation using merit pay than the public sector.
A)True
B)False
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Chapter 11: Performance Appraisals
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Q1) What are the key suggestions for an effective performance appraisal process?
Q2) Last year your performance was not very good and your performance rating was below average,but this year you have done very well exceeding your performance goals.To your surprise,your boss gives you just an average performance rating.What error has your boss most likely committed?
A) Horn
B) Halo
C) Severity
D) Spillover
Q3) Some companies have dropped the use of "rank and yank" because _____.
A) of law suits charging age discrimination.
B) they can hurt morale.
C) they are not effective in getting rid of "deadwood."
D) managers resist this rating format.
Q4) What is the significance of promotions as a pay-for-performance tool?
Q5) Since much of performance may be explained by one performance factor,it may not be useful to rate performance on many dimensions.
A)True
B)False
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Chapter 12: The Benefit Determination Process
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Q1) What can administrators do to control the increasing benefits costs?
Q2) What is the importance of the demographic approach in determining employee preferences?
Q3) A customer-driven health care plan that offers employees a choice of medical plans that include systems of varying cost is the:
A) full-defined contribution.
B) health savings account.
C) managed competition.
D) tiered networks.
Q4) Which of the following is not a disadvantage of flexible benefit programs?
A) Administrative burdens and expenses increase.
B) Adverse selection.
C) New benefits are more difficult to introduce.
D) Flexible benefits are subject to nondiscrimination requirements in Section 125 of IRS code.
Q5) Though commonly believed by managers,there is only anecdotal evidence supporting the belief that higher benefit levels increase employee retention.
A)True
B)False
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Chapter 13: Benefit Options
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Q1) For an employee to gain lifetime coverage under Social Security,they must have worked for_____ quarters during which they were covered by the Act.
A) 20
B) 30
C) 40
D) 50
Q2) Which are the benefits required by statutory law?
Q3) The major reasons motivating U.S.corporations to provide domestic partner benefits include all of the following except:
A) Fairness to all employees regardless of their sexual orientation or marital status
B) Market competition
C) Diversity in today's tight labor market
D) Federal legislation mandating these provisions
Q4) As benefit costs have skyrocketed,especially health care,the popularity of employee benefits have declined.
A)True
B)False
Q5) Explain vesting and portability.
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Chapter 14: Compensation of Special Groups
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Q1) Members of boards of directors are not categorized as candidates for special compensation.
A)True
B)False
Q2) In recent years,some firms have tried to deal with the plateau effect and also accommodate the different career motivations of mature scientists and engineers through a(n)_____.
A) individual-career ladder
B) alternative career path
C) military-style career ladder
D) dual-career ladder
Q3) Stockholder anger about executive compensation has led to a higher proportion of outside members on boards of directors.
A)True
B)False
Q4) Discuss the compensation strategy for corporate directors.
Q5) List the components of an executive compensation package.
Q6) Describe the types of long-term incentives for executives.
Q7) Describe how executives ensure themselves high compensation.
Q8) Explain any one element of an executive compensation package in detail.
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Chapter 15: Union Role in Wage and Salary Administration
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Q1) Workers begin to show a strong interest in joining a union when _____.
A) management is not unreliable.
B) workplace relations are bad.
C) workers feel they have influence over decisions affecting them.
D) it is a condition of employment.
Q2) Few contracts specify special rates for part-time and temporary employees.
A)True
B)False
Q3) A large number of studies found union workers earn from 15-20 percent more than non-union.
A)True
B)False
Q4) The gap between workers and their managers is usually higher in unionized firms.
A)True
B)False
Q5) Unions respond relatively rapidly to wage increases during inflationary periods.
A)True
B)False
Q6) Briefly summarize lump-sum awards and ESOPs.
Q7) What is the spillover effect?
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Chapter 16: International Pay Systems
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Q1) In MNC's,the influence of the local culture on policies and practices may be less for higher level jobs than lower level ones.
A)True
B)False
Q2) Re-analysis of Hofstede's data shows that variation on culture dimensions is much larger among individual within a countries than between countries.
A)True
B)False
Q3) Japanese pay systems are more person-based than job-based.
A)True
B)False
Q4) Which of the following is true of bonuses paid in Japan? They are _____.
A) between 10 and 20 percent of annual salary
B) typically paid once a year
C) not an expectable additional payment
D) not necessarily related to performance
Q5) Distinguish between expatriates,local nationals,and third-country nationals with examples.
Q6) What were the "three pillars" of Japan's employment relationships?
Page 18
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Chapter 17: Government and Legal Issues in Compensation
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Q1) A higher proportion of women are employed by small versus large firms.
A)True
B)False
Q2) What are the tests that must be met to qualify for the executive employee exemption?
Q3) "Living wages" are generally four to five times the federal minimum wage.
A)True
B)False
Q4) The key factors explaining the gender pay gap are differences in _____.
A) qualifications and work/occupation
B) work/occupation and work-related behaviors
C) union membership and discrimination
D) discrimination and firm/industry
Q5) Which of the following regarding child labor is not true?
A) Persons under 18 cannot work in hazardous occupations such as logging and mining
B) Persons under 16 cannot work in jobs involving interstate commerce unless working for a parent or guardian
C) The ILO finds that on a global basis child labor is increasing
D) The highest rates of child labor are in sub-Saharan Africa
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Chapter 18: Management: Making It Work
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Q1) The denominator for calculating the current year's rise is _____.
A) average pay at beginning of year
B) average pay at end of year
C) average number of employees during the year
D) average employment level
Q2) A _____ rate is when an employee is paid more than the maximum of their pay grade.
A) red circle
B) yellow circle
C) blue circle
D) green triangle
Q3) Broad bands provide managers greater discretion in pay for their subordinates than in grades and ranges.
A)True
B)False
Q4) What is the top-down method of budgeting?
Q5) What is the consumer price index (CPI)? Explain with an example.
Q6) What is the turnover effect? Explain how it is calculated with an example.
Q7) What are some of the software packages that help in making information useful?
Q8) What are red circle rates?
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