Human Resource Management Practice Exam
Course Introduction
Human Resource Management is an essential course that explores the principles, strategies, and functions involved in effectively managing people within organizations. The course covers key areas such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and legal aspects of employment. Students gain an understanding of how to align human resource practices with organizational goals, develop policies that promote employee well-being and productivity, and address contemporary challenges in a diverse and dynamic workplace. Through case studies, discussions, and practical assignments, learners develop skills necessary for successful HR management across various sectors.
Recommended Textbook
Human Resource Management 15th Edition by Gary Dessler
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18 Chapters
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) ________ involves formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
A)Employee engagement
B)Data analytics
C)Strategic human resource management
D)Sustainability
Answer: C
Q2) Distributed HR is the idea that more and more human resource management tasks are now being redistributed from a central HR department to the company's employees and line managers.
A)True
B)False
Answer: True
Q3) Which of the following is NOT a HR certification?
A)HRCI's Professional in Human Resources (PHR)
B)HRCI's Senior Professional in Human Resources (SPHR)
C)SHRM Junior Professional
D)SHRM Certified Professional
Answer: C
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Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) The Civil Rights Act of 1991 makes it more difficult for plaintiffs to sue for monetary damages in cases of disparate treatment.
A)True
B)False
Answer: False
Q2) All of the following are ways for an employee to prove sexual harassment EXCEPT by proving that ________.
A)the verbal remarks of a co-worker were sexually flirtatious
B)the rejection of a supervisor's sexual advances led to a demotion
C)a hostile work environment was created by a co-worker's sexual conversation
D)a hostile work environment was created by a nonemployee's sexual advances
Answer: A
Q3) The ________ gives all persons the same right to make and enforce contracts and to benefit from the laws of the land.
A)Fifth Amendment
B)Civil Rights Act of 1866
C)Title VII of the 1964 Civil Rights Act
D)Thirteenth Amendment
Answer: B
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Page 4
Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) A diversification corporate strategy implies that a firm will ________.
A)expand by adding new product lines
B)reduce the company's size to increase market share
C)save money by producing its own raw materials
D)increase profits by offering one popular product
Answer: A
Q2) Strategic human resource management means formulating and executing HR systems that produce the employee competencies and behaviors a firm needs to achieve its strategic aims.
A)True
B)False
Answer: True
Q3) Although applicant tracking systems typically increase overall recruiting costs, the benefits of hiring high-performing employees are worth the investment for most firms.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) An employer is required to make a "reasonable accommodation" for a disabled individual in which of the following situations?
A)if a disabled person has the necessary skills, education, and experience to perform the job but is prevented by the job's current structure
B)when an employer fails to provide a job description for a position that a disabled person would most likely be able to perform
C)if making changes would present the employer with an undue hardship
D)each time that a disabled individual applies for a position
Q2) Jack is an employee at a Best Western Hotel. Some weeks he works with the catering group, and other weeks he assists the reservations clerk or the parking attendant. This is an example of ________.
A)job enlargement
B)job rotation
C)job enrichment
D)job specialization
Q3) What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?
Q4) In a brief essay, compare and contrast job descriptions and job specifications.
Page 6
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) A scatter plot is a graphical method used to help identify the relationship between two variables.
A)True
B)False
Q2) When constructing a job advertisement, all of the following are aspects of the AIDA guide EXCEPT ________.
A)attracting attention to the ad
B)implying long-term benefits
C)prompting applicant action
D)developing interest in the job
Q3) All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT ________.
A)providing internal training
B)implementing job rotation
C)offering global assignments
D)developing skills inventories
Q4) What are the differences between the two types of executive recruiters? How do firms benefit from using executive recruiters?
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Employment screening services are useful in the selection process because they have access to a job applicant's credit history, driving record, and workers' compensation claims history.
A)True
B)False
Q2) What is the primary disadvantage of using concurrent validation?
A)Current employees may not be representative of new applicants.
B)New applicants are recent college graduates with limited experience.
C)Limited correlation exists between high test scores and job performance.
D)Test batteries have not been administered by professional industrial psychologists.
Q3) Typical simulated exercises used in management assessment centers include all of the following EXCEPT ________.
A)the in-basket
B)leaderless group discussions
C)motor skills assessments
D)management games
Q4) The Federal Privacy Act allows federal employees to view their personnel files.
A)True
B)False
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) Which of the following best explains why most firms do not provide rejected applicants with detailed explanations about the employment decision?
A)lack of technical abilities
B)adherence to federal laws
C)concerns about legal disputes
D)time required of line managers
Q2) Research indicates that interviewers typically have negative reactions towards candidates who are wheelchair-bound.
A)True
B)False
Q3) Companies generally conduct structured situational interviews using a panel, rather than sequentially.
A)True
B)False
Q4) Which of the following is the most commonly used selection tool?
A)telephone reference
B)reference letter
C)interview
D)personality test
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Chapter 8: Training and Developing Employees
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Sample Questions
Q1) Which of the following is a systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers?
A)job instruction training
B)programmed learning
C)apprenticeship training
D)simulated learning
Q2) What is the first step in the ADDIE training process?
A)assessing the program's successes
B)appraising the program's budget
C)analyzing the training need
D)acquiring training materials
Q3) Which organizational development application involves methods like performance appraisals, reward systems, and diversity programs?
A)human process
B)strategic applications
C)technostructural
D)human resource management
Q4) Describe elements of computer-based training and why it can be effective.
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) When conducting an appraisal interview, supervisors should do all of the following EXCEPT ________.
A)ask open-ended questions
B)give specific examples of poor performance
C)write up an action plan with goals and dates
D)compare the person's performance to that of other employees
Q2) The advantages of using BARS as a performance appraisal tool are the method's accuracy, clear standards, and consistency.
A)True
B)False
Q3) Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.
A)True
B)False
Q4) Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.
A)True B)False
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) Matching individual strengths and weaknesses with occupational opportunities and threats is a key to the career planning process.
A)True
B)False
Q2) Which of the following would most likely increase employee commitment?
A)document the psychological contract
B)create Web-based efficiency programs
C)establish a career development program
D)promise lifetime employment to managers
Q3) Willful disregard or disobedience of the boss's authority or legitimate orders is known as ________.
A)dismissal
B)terminate at will
C)reality shock
D)insubordination
Q4) What steps can an employer take to enhance the career development needs and promotional prospects of its female employees?
Q5) What are the 4 major grounds for dismissal?
Q6) What are the characteristics of an effective mentor?
Page 12
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) Which of the following best defines internal equity?
A)how a job's pay rate in one company compares to the job's pay rate in other companies
B)how fair the job's pay rate is, when compared to other jobs within the same company
C)the fairness of an individual's pay as compared to a co-worker's pay for the same job
D)the perceived fairness of the processes and procedures used to make compensation decisions
Q2) Which of the following issues would LEAST likely be negotiated by unions?
A)income security
B)time off with pay
C)health care benefits
D)unpaid medical leave
Q3) Which form of equity refers to the fairness of a job's pay rate in comparison to other jobs within the same company?
A)external
B)internal
C)distributive
D)individual
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13
Chapter 12: Pay for Performance and Financial Incentives
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Sample Questions
Q1) Robert Katz popularized the use of financial incentives for workers whose production exceeds some predetermined standard.
A)True
B)False
Q2) What type of pay plan is being used when workers are paid a sum for each unit they produce?
A)competency-based pay
B)job-based pay
C)piecework
D)bonus
Q3) You are the CEO of Blue Bay Motor Boat Company, a mid-size firm that manufactures speed boats. What incentive plan would you implement for the firm's engineers? What incentive plan would you implement for the firm's managers? Explain why.
Q4) All merit raises become part of an employee's base salary.
A)True
B)False
Q5) You are the manager of large used car retailer, and sales are sluggish. What incentive plan would be best for motivating your sales team?
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Chapter 13: Benefits and Services
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Sample Questions
Q1) The Pension Benefits Guarantee Corporation guarantees both defined benefit plans and defined contribution plans.
A)True
B)False
Q2) ________ are groups of health care providers that contract with employers, insurance companies, or third-party payers to provide medical care services at a reduced fee.
A)PPOs
B)HMOs
C)DMOs
D)ADDs
Q3) Which health benefit is offered by almost all employers?
A)vision insurance
B)chiropractic insurance
C)prescription drug coverage
D)health maintenance organization
Q4) Employee benefits account for a little over one-third of wages and salaries.
A)True
B)False
Q5) What are the three types of benefits provided by Social Security?
Page 15
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Chapter 14: Building Positive Employee Relations
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Sample Questions
Q1) According to one study, what percentage of HR professionals have observed misconduct at work?
A)15%
B)33%
C)54%
D)74%
Q2) Discipline without punishment aims to avoid these drawbacks of normal discipline by reducing its punitive nature.
A)True
B)False
Q3) A principal cause of ethical compromises is based on organizational pressure to meet a schedule or some other objective.
A)True
B)False
Q4) Self-managed teams typically have how many members?
A)1-2
B)4-6
C)8-10
D)15-20
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Chapter 15: Labor Relations and Collective Bargaining
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Sample Questions
Q1) What percentage of eligible employees in a bargaining unit must sign authorization cards in order for the union to petition the NLRB for an election?
A)20
B)30
C)40
D)50
Q2) Employers and unions can seek a court injunction to compel a party or parties to resume or desist from a certain action.
A)True
B)False
Q3) If passed, the Employee Free Choice Act would ________.
A)ban union membership for federal employees
B)allow mass union e-mails at the workplace
C)allow the formation of global unions
D)institute a card check system
Q4) During an NLRB election, HR managers should help their firm by becoming closely involved in the details of the election.
A)True
B)False
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Chapter 16: Safety, Health, and Risk Management
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Sample Questions
Q1) Enterprise risk management involves identifying and handling security risks, such as those associated with workplace crime and facility security.
A)True
B)False
Q2) All of the following are most likely signs of employee depression EXCEPT ________.
A)lack of sleep
B)burnout
C)poor concentration
D)reduced appetite
Q3) Which of the following best describes the primary purpose of the Occupational Safety and Health Administration?
A)set and enforce the safety and health standards for almost all workers in the U.S.
B)ensure that employees of state agencies have safe and healthy working conditions
C)provide safe and healthy working conditions to all self-employed persons
D)ensure that family farms provide healthy and safe working environments
Q4) Discuss what a job hazard analysis is and how it can be conducted.
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Chapter 17: Managing Global Human Resources
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Q1) What are the advantages and disadvantages of using expatriates for staffing foreign subsidiaries?
Q2) Samsung tends to follow an ethnocentric staffing model. From which group will it most likely hire for upper-level management positions at its Texas facility?
A)home-country nationals
B)host-country nationals
C)third-country nationals
D)local citizens
Q3) As in the U.S., collective bargaining in Western Europe typically occurs at the plant level rather than at the industry level.
A)True
B)False
Q4) Which approach to formulating expatriate pay involves estimating the employee's expenses in the home country and the host country?
A)balance sheet
B)mobility allowance
C)performance pay
D)hardship method
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Chapter 18: Managing Human Resources in Small and Entrepreneurial Firms
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Sample Questions
Q1) Approximately what percentage of small businesses have career development programs?
A)12%
B)50%
C)72%
D)90%
Q2) Appropriately compensating employees is difficult for small businesses because of the lack of access to salary surveys.
A)True
B)False
Q3) David owns a small architecture firm with 75 employees. He wants to use a PEO to handle his firm's HR activities. David is in the process of investigating Assure Group, a PEO. Which of the following questions is LEAST relevant to David's decision regarding whether or not to hire Assure?
A)Will employee benefits be fully insured or partially self-funded by Assure?
B)What HR and legal expertise is available from the Assure staff?
C)What is the process that Assure uses to handle HR-related legal issues?
D)How does Assure effectively communicate HR needs with its employees?
Q4) How does HR management differ in small and large firms?
Page 20
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