Human Resource Management
Final Exam Questions
Course Introduction
Human Resource Management is a comprehensive course that explores the essential functions and strategies involved in effectively managing human capital within organizations. Students learn about key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and legal issues affecting employment. The course emphasizes both theoretical frameworks and practical skills, including communication, conflict resolution, and strategic planning, preparing students to contribute to organizational success through effective workforce management.
Recommended Textbook
Human Resource Management
13th Edition by R. Wayne Dean Mondy
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14 Chapters
2100 Verified Questions
2100 Flashcards
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Page 2
Chapter 1: Strategic Human Resource Management: an Overview
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Sample Questions
Q1) Raj, a software engineer, recently met with his manager for a review and evaluation of Raj's performance over the last six months. In which of the following did Raj most likely participate?
A) performance management
B) performance appraisal
C) organizational appraisal
D) succession planning
Answer: B
Q2) How many functional areas are associated with human resource management?
A) 3
B) 5
C) 7
D) 9
Answer: B
Q3) Although shareholders invest money in a firm, they have very little influence on management.
A)True
B)False
Answer: False
Page 3
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Chapter 2: Business Ethics and Corporate Social Responsibility
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Sample Questions
Q1) Which of the following is NOT a major provision in the SHRM code of ethics?
A) professional responsibility
B) cultural understanding
C) professional development
D) fairness and justice
Answer: B
Q2) Sustainability has been an integral part of ________ for more than 65 years.
A) McDonald's
B) Home Depot
C) JP Morgan Chase
D) Johnson & Johnson
Answer: D
Q3) Ethics training should be part of a ________.
A) reactive strategy
B) contextual strategy
C) defensive strategy
D) proactive strategy
Answer: D
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Chapter 3: Workforce Diversity, Equal Employment
Opportunity, and Affirmative Action
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Sample Questions
Q1) As an HR manager, which of the following would most likely help you make legal employment decisions?
A) NACElink Network
B) Job Analysis Software
C) Uniform Guidelines
D) Shared Service Center
Answer: C
Q2) Hannigan Lumber employs 155 workers. One of the firm's former employees used the Civil Rights Act of 1991 to file and win a discrimination lawsuit against Hannigan Lumber. What is the maximum amount of punitive damages that the former employee could receive?
A) $50,000
B) $100,000
C) $200,000
D) $300,000
Answer: B
Q3) In today's workplace, women make up the majority of the American workforce.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis, Strategic Planning, and Human Resource Planning
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150 Flashcards
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Sample Questions
Q1) Job analysis for team members is typically more ________.
A) impossible to define
B) broadly defined
C) simple to define
D) narrowly defined
Q2) The EEOC defines ________ as any modification or adjustment to a job, an employment practice, or the work environment that makes it possible for an individual with a disability to enjoy an equal employment opportunity.
A) modification adjustment
B) reasonable accommodation
C) essential accommodation
D) functional accommodation
Q3) An availability forecast involves determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals.
A)True
B)False
Q4) What are the primary reasons for conducting a job analysis? What individuals in an organization typically conduct the job analysis?
Page 6
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Chapter 5: Recruitment
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Sample Questions
Q1) All of the following are disadvantages associated with overtime EXCEPT ________.
A) employees become too accustomed to the added income
B) employees become too tired to work at a normal rate
C) employees pace themselves to ensure overtime
D) employees require additional training
Q2) Which of the following would NOT be considered a contingent worker?
A) temporary worker
B) part-time employee
C) nonexempt employee
D) independent contractor
Q3) Which of the following is not contributing to reshoring-bringing offshored work back to the United States?
A) the decline in value of the U.S. dollar
B) decreasing labor costs in overseas countries
C) higher costs for packaging and inventory
D) rising costs for currency exchange
Q4) Recruiting programs have little impact on a firm's financial status.
A)True
B)False
Q5) What is recruitment? How do labor market conditions affect recruitment?
Page 7
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Chapter 6: Selection
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Sample Questions
Q1) The ________ is designed to prohibit the improper use of genetic information in health insurance and employment.
A) Freedom of Information Act
B) Federal Genealogy Act
C) Americans with Disabilities Act
D) Genetic Information Nondiscrimination Act
Q2) What is a software application designed to help an enterprise select employees more efficiently?
A) applicant tracking system
B) selection tracking process
C) cognitive aptitude test
D) job selection system
Q3) The selection process affects, and is affected by, virtually every other HR function.
A)True
B)False
Q4) The selection process usually begins with the preliminary screening interview.
A)True
B)False
Q5) What role does culture play in determining business leadership styles?
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Chapter 7: Training and Development
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Sample Questions
Q1) As an informal T&D method, ________ permits an employee to learn job tasks by actually performing them.
A) coaching
B) on-the-job training
C) mentoring
D) in-basket training
Q2) At ABC Manufacturing, which of the following tasks is LEAST likely to be taught through the behavior modeling method?
A) conducting performance appraisal reviews
B) handling discrimination complaints
C) improving safety habits
D) writing memos
Q3) Development provides learners with the knowledge and skills needed for their present jobs.
A)True
B)False
Q4) What is the purpose of a corporate university?
Q5) What is a career? What is career planning?
Q6) Compare and discuss the terms "job security" and "career security."
Page 9
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Chapter 8: Performance Management and Appraisal
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Sample Questions
Q1) If employees understand their objectives and the criteria used for evaluation, they can effectively appraise their own performance.
A)True
B)False
Q2) What are the steps in the performance appraisal process? What are the characteristics of an effective PA process?
Q3) Which case ruled that general characteristics such as leadership, appearance, and personal conduct are subjective and may be unrelated to job performance?
A) Campbell v Miller Construction
B) Smith v Ardron Construction
C) Anderson v West Coast Energy
D) Wade v Mississippi Cooperative Extension Service
Q4) Which performance appraisal method is most frequently criticized?
A) rating scales
B) results-based
C) 360-feedback
D) BARS
Q5) What are the characteristics of an effective appraisal system?
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Chapter 9: Direct Financial Compensation
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Sample Questions
Q1) What is the most important standard for determining pay?
A) pay leaders
B) market rates
C) geographic areas
D) organizational levels
Q2) Which of the following is a profit sharing plan designed to bind employees to the firm's performance by providing incentive payment based on improved company performance?
A) deferred
B) job sharing
C) compression
D) gainsharing
Q3) What is the LEAST likely reason that a firm would use job evaluation?
A) eliminating pay inequities
B) identifying the organization's job structure
C) estimating the average industrial wage rate
D) developing a hierarchy of job value for creating a pay structure
Q4) What is compensation? Define direct financial, indirect financial and nonfinancial compensation.
Q5) What is equity theory? How does it pertain to compensation?
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Chapter 10: Indirect Financial Compensation Benefits and Nonfinancial Compensation
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Sample Questions
Q1) What is a consumer-driven health care plan? How do they benefit employers?
Q2) The concept of total rewards encompasses all the ways in which people are rewarded when they come to work.
A)True
B)False
Q3) Workers' compensation insurance pays for medical expenses related to ________.
A) pre-existing conditions
B) pregnancy complications
C) off-duty accidents
D) job-related illnesses
Q4) A defined benefit plan is a formal retirement plan that provides the participant with a fixed benefit upon retirement.
A)True
B)False
Q5) How has federal legislation affected the benefits employees receive? Provide specific examples of laws and their effects in your response.
Q6) The Social Security Act of 1935 created a system of retirement benefits.
A)True B)False
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Chapter 11: A Safe and Healthy Work Environment
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Sample Questions
Q1) Alcoholism is currently defined as a ________.
A) hereditary problem that cannot be medically treated
B) stress-related condition characterized by social drinking
C) psychological problem that causes frequent binge drinking
D) medical disease characterized by uncontrolled and compulsive drinking
Q2) Physical fitness programs are the most commonly offered wellness program provided by employers.
A)True
B)False
Q3) Which of the following is caused by pressure on the median nerve that occurs as a result of a narrowing of the passageway that houses the nerve?
A) carpal isometrics
B) carpal tunnel syndrome
C) ergotism syndrome
D) isometrics syndrome
Q4) What legal consequences are a possibility for employers with workplace violence issues?
Q5) Why do firms offer wellness programs and employee assistance programs?
Q6) Define burnout and discuss its warning signs. How can burnout be prevented?
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Chapter 12: Labor Unions and Collective Bargaining
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Sample Questions
Q1) A lockout is an effective union strategy, especially when a business has low inventory.
A)True
B)False
Q2) A craft union generally consists of all the workers in a particular plant or group of plants.
A)True
B)False
Q3) A union shop is an arrangement whereby union membership is a prerequisite for employment.
A)True
B)False
Q4) Interest arbitration is commonly used in the private sector to settle wage disputes between employers and unions.
A)True
B)False
Q5) What types of third-party interventions are available when negotiations between unions and employers break down?
Q6) What is a lockout? How is a lockout used in labor negotiations?
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Chapter 13: Internal Employee Relations
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Sample Questions
Q1) In the disciplinary action process, what must occur immediately after management establishes rules?
A) observe performance
B) set organizational goals
C) compare performance with rules
D) communicate rules to employees
Q2) All of the following are most likely identified during exit interviews EXCEPT
A) management weaknesses
B) appropriate corrective action
C) effective disciplinary procedures
D) training and development needs
Q3) In organizations of any size, management should ________.
A) use outside consultants for termination procedures
B) explain what actions warrant termination
C) avoid terminating union workers
D) handle terminations formally
Q4) The disciplinary action process is relatively static.
A)True
B)False
Page 15
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Chapter 14: Global Human Resource Management
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Sample Questions
Q1) Which of the following is an example of a third-country national?
A) a U.S. citizen working for a Japanese company in the United States
B) a Japanese citizen working for a Japanese company in the United States
C) an Italian citizen working for a French company in Germany
D) an Indian citizen working for an Indian company in Singapore
Q2) Which of the following is most likely associated with hiring host-country nationals?
A) repatriation
B) lower costs
C) cultural problems
D) required relocation
Q3) Why would a global firm primarily staff foreign positions with expatriates? How can a global firm prepare employees and their families for international assignments?
Q4) According to NAFTA, a country that consistently fails to enforce its own labor laws could be fined up to ________ million per violation.
A) $20
B) $10
C) $5
D) $1
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Page 16