Human Resource Management
Final Exam Questions
Course Introduction
Human Resource Management focuses on the strategic and operational functions of managing people within organizations. The course covers key topics such as recruitment and selection, training and development, performance management, compensation, employee relations, and compliance with labor laws. Emphasizing both theoretical frameworks and practical applications, students learn how effective human resource practices contribute to organizational success, foster positive workplace cultures, and adapt to evolving business environments. By the end of the course, students will understand the critical role HR professionals play in aligning human capital strategies with organizational goals.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) "Core competencies" refers to the integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.
A)True
B)False
Answer: True
Q2) Values guide the behaviour of individuals within an organization.
A)True
B)False
Answer: True
Q3) If an organization fails to engage in strategic planning,it will be burdened by many challenges.Which of the following is NOT one of these challenges?
A) failure to involve senior managers and executives so that there is no buy-in
B) failure to use the plan as the guide to make decisions and evaluate performance
C) failure to align incentives and other HR policies to the achievement of strategy
D) failure to incorporate information generated from 360-degree reviews
Answer: D
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Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) Describe two reasons why strategic planning is important to organizations.
Answer: There are at least two reasons why strategic HR planning is so important: (1)employees help an organization achieve success because they are strategic resources,and (2)the planning process itself results in improved goal attainment.
Q2) Recently HR departments have been required to move from demonstrating real value to articulating perceived value.
A)True
B)False
Answer: False
Q3) Almost 70 percent of Canadian organizations indicated they had difficulty recruiting quality candidates.
A)True
B)False
Answer: False
Q4) Human resources create competitive advantage for organizations,which reflects a resource-based view.
A)True
B)False Answer: True
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Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) Although the majority of companies have vision statements that emphasize diversity,what percentage of these companies failed to allocate resources for diversity programs?
A) 54 percent
B) 64 percent
C) 74 percent
D) 84 percent
Answer: C
Q2) What are two environmental factors facing organizations?
A) global economy and demographics
B) organizational culture and employee assistance
C) human resource planning and training
D) labour relations and organizational culture
Answer: A
Q3) A collective agreement is an example of common law.
A)True
B)False
Answer: False
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Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) What is the external HR supply,given that the organization has a workforce of 500,its historical annual replacement/loss rate is 7 percent,and its corporate downsizing policy will reduce staffing levels by 10 percent? Round to the nearest whole number.
A) -85
B) -15
C) 15
D) 85
Q2) Effective HR forecasting relies on obtaining a fine balance between global and local control of the process.
A)True
B)False
Q3) Attrition is the process of reducing an HR surplus by allowing the size of the workforce to decline naturally due to layoffs and other forms of involuntary turnover.
A)True
B)False
Q4) The forecasting term "envelope" is synonymous with the term "projection."
A)True
B)False
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) What type of analysis presupposes that a linear relationship exists between sales and the number of employees?
A) ratio
B) multivariate
C) trend
D) regression
Q2) The first step in the nominal group technique is to select the experts.
A)True
B)False
Q3) In the Delphi technique,why do the experts NOT meet face-to-face?
A) They do not have the time.
B) They want to lower costs.
C) They worry about groupthink.
D) They lack communication expertise.
Q4) HR demand refers to the future need for the firm's skills requirements,the types of jobs and the number of positions that must be filled for the firm to implement its strategy.
A)True
B)False
Q5) What is envelope/scenario forecasting? Describe some of its features.
Page 7
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Why is succession planning critical for effective HR planning?
A) It helps to develop employees with new experiences and jobs in case they are laid off.
B) It helps employees to stay motivated because it promotes them for their performance.
C) It helps an organization to stabilize its organizational structures and flexibility.
D) It saves time and money and helps employees to smooth their movement for external hiring.
Q2) When considering the issue of supplying personnel to meet organizational demand,what aspects must be considered?
A) current employees and individuals previously employed by the organization
B) internal HR supply and individuals who receive training for subsequent promotion
C) internal and external human resource sources
D) preferential consideration to the internal workforce through promotions and training
Q3) Refer to Case Incident: "Pacific Health Care." Discuss the disadvantages of internal staffing and the advantages of external staffing.
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Chapter 7: Succession Management
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Sample Questions
Q1) According to the textbook,about one half of the HR managers surveyed in 2011 didn't consider grooming potential leaders a high priority.
A)True
B)False
Q2) Describe how replacement planning has evolved into succession management.
Q3) In succession management,there must be a pipeline for talent only for critical roles such as the CEO and senior management.
A)True
B)False
Q4) The goals of succession management programs are to identify and prepare future leaders and to ensure business growth.
A)True
B)False
Q5) Job rotation includes both lateral and vertical moves within an organization.
A)True
B)False
Q6) What is the difference between succession management and replacement planning?
Q7) What are the five steps in the succession management process?
Q8) Why is succession management so important in today's workplace?
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Chapter 8: Information Technology for HR Planning
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63 Flashcards
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Sample Questions
Q1) After exploring the various software solutions the marketplace offers,what would be the next step an organization would want to take when selecting its HR planning software solutions?
A) ensure data security
B) issue a request for proposal
C) consider the information requests HR responds to
D) evaluate vendors and products
Q2) E-learning is the process of learning contents distributed in digital format. A)True
B)False
Q3) Briefly describe how IT supports HR planning.Define and describe skills inventories,replacement charts,and succession management.How does IT support these?
Q4) Online recruiting or e-recruiting is a type of web-based HR process and practice. A)True B)False
Q5) HRIS represents "human resources intelligence system." A)True B)False
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Chapter 9: Change Management New
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Sample Questions
Q1) Which of the following pairs of elements defines a learning organization?
A) action learning and mental models
B) shared vision and personal mastery
C) team learning and organizational learning
D) systems thinking and psychological safety
Q2) An open system receives inputs from its internal environment and the external subsystems that interact with one another.
A)True
B)False
Q3) Organizational learning is an approach to learning that applies double-loop learning and an attempt to understand how the entire system may be affected by change.
A)True
B)False
Q4) "Freezing" is a stage in the change process that involves the development of a shared understanding among stakeholders that a particular change is necessary.
A)True
B)False
Q5) Describe John Kotter's eight-step model of change.
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) Downsizing may be considered a breach of the unwritten employment contract between employers and their employees.
A)True
B)False
Q2) An organization is implementing a downsizing strategy that requires the elimination of specific work processes and functions.What type of downsizing strategy is this organization executing?
A) culture redesign
B) workforce reduction
C) systematic change
D) work redesign
Q3) Research evidence indicates that downsizing creates job insecurity and low job satisfaction,which are related to greater safety compliance because employees do not wish to be hurt on the job.
A)True
B)False
Q4) Many organizations are reactive to downsizing instead of proactive.
A)True
B)False
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Cross-cultural training for global managers and their accompanying relatives plays a crucial role in the post-assignment process common to IHRM.
A)True
B)False
Q2) What do you call individuals from the subsidiary country who know the foreign cultural environment well?
A) home-country nationals
B) third-country nationals
C) parent-country nationals
D) host-country nationals
Q3) The exportive IHRM approach transfers home HRM systems to foreign subsidiaries without modifying or adapting to the local environment.
A)True
B)False
Q4) Compensation to expatriates for goods and services,housing,and taxes,are the three outlay categories where the least discrepancies can arise for an organization.
A)True
B)False
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) One main advantage of mergers is the lowering of expenses by reducing headcount.
A)True
B)False
Q2) What type of strategy is applied when the targeted company makes a counteroffer for the bidding firm?
A) hostile takeover
B) poison pill
C) white knight
D) Pac-Man
Q3) HR planning in a merger and acquisitions situation has several dimensions that are NOT part of the normal planning process.Describe three HR planning activities that are not part of the normal HR planning process and that an organization would want to include in the merger and acquisition process.
Q4) According to the textbook,what percentage of all mergers fail due to the mismanagement of culture?
A) 25 percent
B) 45 percent
C) 65 percent
D) 85 percent
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Chapter 13: Outsourcing
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Sample Questions
Q1) What percentage of HR professionals resist outsourcing because they worry about losing their jobs?
A) one-tenth
B) one-quarter
C) one-third
D) one-half
Q2) What is one service risk to an organization in having a company provide outsourcing arrangements?
A) The vendor might have a less personal relationship with employees.
B) The outsourcer might allow changes to the contract.
C) The vendor might limit certain proprietary technology.
D) The outsourcer might have a disruption of service.
Q3) For an organization,the major information security risk is the loss of personnel information.
A)True
B)False
Q4) Describe three advantages for small businesses to outsource their HR functions.
Q5) Outsourcing can result in an organization's employees losing some of its KSAOs.
A)True
B)False
15
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) What organizational costs would be affected by a smoking cessation program?
A) pension costs
B) vacation costs
C) presenteeism costs
D) productivity costs
Q2) What are the three stages of a fad's lifecycle?
A) introduction,growth,decline
B) ascendency,maturity,decline
C) introduction,growth,maturity
D) ascendency,growth,maturity
Q3) What is the perennial problem in measuring the impact of HRM practices?
A) separating cause and effect
B) finding financial resources
C) overcoming the conservative nature of HRM
D) attracting individuals with knowledge
Q4) What is considered a zero-sum index when measuring HRM effectiveness?
A) growth
B) survival
C) maturity
D) stability
Page 16
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