Human Resource Management
Midterm Exam
Course Introduction
Human Resource Management introduces students to the key concepts, strategies, and practices involved in effectively managing people within organizations. The course covers essential topics such as recruitment and selection, employee development and training, performance management, compensation and benefits, labor relations, and legal and ethical considerations in the workplace. Through case studies, real-world examples, and practical exercises, students will gain an understanding of how HR professionals contribute to organizational success by fostering a positive work environment, supporting employee growth, and aligning human capital with strategic business goals.
Recommended Textbook
Staffing Organizations 8th Edition by Herbert Heneman III
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14 Chapters
1210 Verified Questions
1210 Flashcards
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) In terms of the person/organization match _________.
A) the "organization" includes only tasks to be performed that are written down as part of the job description
B) attempts to match people to organization values should not be made
C) there is a concern with the "fit" of people to multiple jobs or future jobs
D) all of these are correct
Answer: C
Q2) Staffing the organization requires attention to both the quantity and quality of people brought into,moved within,and retained by the organization.
A)True
B)False
Answer: True
Q3) Support activities for HR include legal compliance,planning,and job analysis. A)True
B)False
Answer: True
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Chapter 2: Legal Compliance
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99 Verified Questions
99 Flashcards
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Sample Questions
Q1) The Americans with Disabilities Act does not cover individuals with psychiatric disorders,such as depression or schizophrenia.
A)True
B)False
Answer: False
Q2) The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees.
A)True
B)False
Answer: True
Q3) Which of the following is not prohibited by the ADA?
A) medical exams of job applicants
B) asking a job applicant is he/she is disabled
C) asking a job applicant to undergo a medical exam after a job offer has been made
D) refusing to interview a person who is disabled
Answer: C
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Page 4
Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) Trend analysis directly takes into account external factors that might change trends.
A)True
B)False
Answer: False
Q2) Which of the following is a major part of organizational strategy's influence on staffing?
A) Demographic trends
B) Current financial and human resources in the organization
C) Financial and marketing goals
D) Both current financial and human resources in the organization and financial and marketing goals
Answer: D
Q3) When conducting Markov analysis,it is desirable to have 20 or more employees in each job category/level.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Rewards
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) The work setting,attire,environmental conditions,and job hazards are associated with a job's "context."
A)True
B)False
Q2) A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.
A)True
B)False
Q3) Pay,benefits,and promotions are typical intrinsic job rewards.
A)True
B)False
Q4) The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."
A)True
B)False
Q5) Skills are underlying,enduring traits of a person that are useful for performing a range of tasks.
A)True
B)False
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Chapter 5: External Recruitment
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) An organization's employment brand is completely different than its product market image.
A)True
B)False
Q2) It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.
A)True
B)False
Q3) If an organization does not define a policy for recruiting,virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.
A)True
B)False
Q4) The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.
A)True
B)False
Q5) A targeted recruiting message is designed to appeal to a particular audience. A)True
B)False
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Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) In developing career path policies,a good approach for promotion would not include which of the following?
A) communication of management's intentions.
B) reasons why external sources are preferred.
C) rules regarding compensation.
D) rules concerning fringe benefits.
Q2) The first stage of developing a talent management system is identifying the KSAOs required for all jobs in the organization.
A)True
B)False
Q3) Formal mentoring,training,and flexible work hours all may reduce the problems of the glass ceiling.
Multiple Choice Questions
A)True
B)False
Q4) A targeted message for internal recruits points out how the job matches the needs of the applicant.
A)True
B)False
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Chapter 7: Measurement
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99 Flashcards
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Sample Questions
Q1) When assessing adverse impact,the law prohibits taking sample size into account.
A)True
B)False
Q2) Asking different questions of job applicants during comparisons of interview ratings between these same job applicants is an example of contamination error.
A)True
B)False
Q3) Comparing the same supervisor's rating of an employee's performance at T1 to T2 is a method for assessing ______ reliability.
A) intrarater
B) fixed-point
C) test-retest
D) interrater
Q4) Which of the following is not part of the process of measurement?
A) choosing an attribute of concern
B) assessing the attribute's acceptability to applicants
C) using the measure to gauge the attribute
D) constructing a measure of the attribute
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Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) Biographical information tends to have low reliability.
A)True
B)False
Q2) Although arrest information may be gathered in the process of doing a background check,it cannot be used in staffing decisions.
A)True
B)False
Q3) Most organizations use only weighted application blanks for initial screening decisions.
A)True
B)False
Q4) The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés,has risen dramatically in recent years.
A)True
B)False
Q5) Biodata refers to medical or physiological tests of applicants prior to hiring.
A)True
B)False
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Chapter 9: External Selection II
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107 Flashcards
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Sample Questions
Q1) Cognitive ability tests are excellent predictors for executive and professional jobs,but they are of no value for entry level,clerical,or blue collar jobs.
A)True
B)False
Q2) Research studies have found ___________ support for the validity of job knowledge tests?
A) relatively strong
B) no support
C) very weak
D) some
Q3) The starting point for the structured interview is the job rewards matrix.
A)True
B)False
Q4) Evidence suggests that faking or enhancement almost never occurs on personality tests.
A)True
B)False
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11
Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
A)True
B)False
Q2) One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.
A)True
B)False
Q3) Organizations find that talent management systems are low cost and require little expertise.
A)True
B)False
Q4) One advance over the simple use of performance ratings is to review past performance records more thoroughly,including an evaluation of various dimensions of performance that are particularly relevant to job performance.
A)True
B)False
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Chapter 11: Decision Making
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70 Flashcards
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Sample Questions
Q1) The most fundamental concern regarding utility analysis is that it lacks realism.
A)True
B)False
Q2) Multiple regression will be more precise than unit weighting if there is a small number of predictors,low correlations between predictors,and a large sample.
A)True
B)False
Q3) It is desirable that the denominator of a selection ratio be small.
A)True
B)False
Q4) The _________ approach means that an applicant must earn a passing score on each predictor before advancing in the selection process.
A) multiple hurdles
B) Markov process
C) compensatory model
D) none of these
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Non-compete agreements should be drafted in such a way that they cover _____.
A) high-value employees
B) experienced employees
C) all employees
D) only managerial,technical,and scientific staff
Q2) Which of the following elements are required for a contract to be legally binding and enforceable?
A) offer
B) acceptance
C) consideration
D) all of these
Q3) If a letter of acceptance says an employee needs to work on weekends,but the employer makes an oral promise that the employee will not have to work on weekends,the oral statement could be legally binding.
A)True
B)False
Q4) A noncompete agreement restricts a departing employee from competing against the organization.
A)True
B)False
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Chapter 13: Staffing System Management
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Most organizations with a sufficient number of employees to warrant a dedicated HR department have integrated the function with human resources information systems (HRISs).
A)True
B)False
Q2) An ASP or SaaS provider offers which of the following services?
A) techniques to prevent managers from accessing HR data
B) hardware and software for running HR systems
C) paper-based forms and data for the organization
D) all of these
Q3) Staffing metrics are increasingly used because ______.
A) they demonstrate substantial returns in their own right
B) they are readily communicated across the organization
C) they are mandated by the Full Data Reporting in Employment Act
D) they are seen as a method to move staffing into the accounting function
Q4) A professional employer organization (PEO)is like a temporary help agency,but provides a wider range of HR services and has a longer-term relationship with clients.
A)True
B)False
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Chapter 14: Retention Management
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Sample Questions
Q1) Economic costs associated with downsizing include ____________.
A) threat to harmonious labor-management relations
B) decreased employee morale
C) higher unemployment insurance premiums
D) difficulty in attracting new employees
Q2) Turnover due to organizational downsizing is classified as _______.
A) voluntary
B) involuntary
C) supplemental
D) it depends on the circumstances of the downsizing
Q3) Economic separation costs associated with voluntary turnover include _________.
A) hiring inducements
B) rehiring costs
C) manager's time
D) more than one of these
Q4) The types of employee turnover include ____________.
A) voluntary
B) discharge
C) downsizing
D) all of these
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