Human Resource Management
Textbook Exam Questions
Course Introduction
Human Resource Management explores the strategies, policies, and practices that organizations use to effectively manage people at work. This course covers key topics such as recruitment and selection, employee training and development, performance appraisal, compensation and benefits, labor relations, and legal issues related to employment. Emphasizing both theoretical frameworks and practical applications, students will gain insights into how HR contributes to organizational success by fostering a productive, diverse, and inclusive workplace environment.
Recommended Textbook
Human Resource Management 13th Edition by
Robert L. Mathis
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16 Chapters
2091 Verified Questions
2091 Flashcards
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Chapter 1: Human Resource Management in Organizations
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120 Verified Questions
120 Flashcards
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Sample Questions
Q1) Between now and 2016 the largest number of new jobs in the U.S.will be in
A) healthcare.
B) food-service.
C) professional occupations.
D) information technology.
Answer: B
Q2) When hiring a benefits specialist for a large organization,the recruiter would be wise to look for a professional with the GPHR certification.
A)True
B)False
Answer: False
Q3) Which of the following would NOT be identified as a typical HR operational activity?
A) government compliance
B) safety programs
C) compensation
D) partnering with top executives
Answer: D
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Chapter 2: Strategic HR Management and Planning
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115 Verified Questions
115 Flashcards
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Sample Questions
Q1) It is illegal and an invasion of privacy for employers to monitor employee computer use.
A)True
B)False
Answer: False
Q2) Business process reengineering (BPR)involves radical redesign of work flow in the organization.
A)True
B)False
Answer: True
Q3) ____ occurs when individuals who quit,die or retire are not replaced.
A) Attrition
B) Voluntary separation
C) Workforce depletion
D) A hiring freeze
Answer: A
Q4) Effectiveness compares inputs and costs to outputs and benefits.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) A legal defense by an employer against a charge of disparate impact is lack of intent to discriminate.
A)True
B)False
Answer: False
Q2) The Equal Pay Act prohibits employers from having different pay rates based on race,gender,religion,disability or age.
A)True
B)False
Answer: False
Q3) The ____ allows victims of intentional discrimination on the basis of sex,religion,or disability to receive both compensatory and punitive damages.
A) Civil Rights Act of 1991
B) Americans with Disabilities Act
C) Title VII, Civil Rights Act of 1964
D) Executive Order 11246
Answer: A
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Page 5
Chapter 4: Workers,Jobs,and Job Analysis
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Sample Questions
Q1) A legitimate concern with diversity programs is that
A) they may be perceived as benefiting only certain groups of people and not others.
B) diversity is a process to promote social justice, but it does not have offsetting benefits in terms of organizational performance.
C) companies with well-known diversity programs tend to have minorities over-represented in their workforces.
D) the programs required to include protected groups in the workplace, such as women, involve excessively expensive and disruptive changes to policies and procedures.
Q2) The competency approach to job analysis focuses on the educational qualifications needed by potential job candidates,such as whether a job requires a bachelor's or a master's degree.
A)True
B)False
Q3) Shift work is unavoidable when businesses need 24-hour coverage.
A)True
B)False
Q4) How does the increasing diversity of the workforce affect HR functions?
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6
Chapter 5: Human Resource Planning and Retention
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114 Flashcards
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Sample Questions
Q1) Three major factors determine individual employee performance in the organization.All of the following would be included under the factor of "support" EXCEPT
A) confidence and sense of self-efficacy among employees.
B) organizational training programs.
C) up-to-date equipment and technology.
D) availability of mentors.
Q2) If employees believe they can advance their careers within the organization,they are more likely to stay with the organization.
A)True
B)False
Q3) HR planning audits of current employees and their capabilities tend to be disruptive to the organization because of the extensive interviewing that must be done.
A)True
B)False
Q4) The key success measure of the HR planning function is the minimization of selection and retention costs.
A)True
B)False
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) If a recruiter needs to find applicants who have a scarce,highly-specialized skill,it would be most efficient to use
A) the web site for that particular professional or occupational association.
B) an Internet job board such as Monster or HotJobs.
C) a job posting on the employer's own Web site.
D) a college placement office.
Q2) Sphere Specialties,Inc.,has been experiencing a high level of internal movement of employees.Individuals will be hired in entry level jobs,but within six months,most will have transferred or have been promoted to other positions.This job-changing activity is also high in the middle ranges of the organization.Consequently,there is quite a bit of disruption and down-time as job-changers learn their new duties.In order to retain the benefits of internal selection,but reduce the turmoil,the HR director of Sphere Specialties has proposed
A) freezing all internal transfers for one year while employees catch up with their duties.
B) filling all job openings through external sources.
C) requiring at least one year in the current job before employees can apply for a new internal job.
D) moving to a seniority-based promotion system.
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Page 8
Chapter 7: Selecting Human Resources
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Sample Questions
Q1) All of the following are "soft skills" that can be crucial to outstanding job performance EXCEPT
A) cognitive ability.
B) empathy.
C) conscientiousness
D) emotional intelligence.
Q2) An "in basket" test is an example of a/an ____ test.
A) psychological
B) psychomotor
C) work sample
D) physical ability
Q3) When Kevin applied for a job with a firm providing security to high-profile individuals,he was given a test for visual memory.This would be best classified as A) a psychomotor ability test.
B) a cognitive ability test.
C) an illegal test that discriminates against the disabled.
D) a work sample test.
Q4) What are the purposes of background investigations of job applicants? What are some of the legal issues involved?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Lifelong Learning Accounts
A) are similar to medical flexible spending accounts where the employee sets aside tax-sheltered funds which must be used for education within one year.
B) are government-sponsored job training programs.
C) combine employer and employee deposits to be used for the employee's education.
D) are an employee retention tool because the employee cannot transfer them to another employer.
Q2) Carlene arrives at the training facility full of enthusiasm because she is really excited about learning how to cope with difficult customers.She has encountered a number of intransigent customers and is eager to see what "tricks" the trainers can show her.Carlene has motivation to learn.
A)True
B)False
Q3) Compared with conventional training method,e-learning is LEAST useful
A) in training employees in soft skills, such as leadership.
B) in tapping multiple senses of the trainee.
C) for conveying simple facts and concepts to trainees.
D) in situations where cost-per-trainee must be low.
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Page 10
Chapter 9: Talent Management
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Sample Questions
Q1) In order to ease worries of employees who are taking international assignments,the HR department and the organization should do all of the following EXCEPT
A) promise outplacement to an equivalent job plus generous severance pay when the employee's overseas assignment is completed.
B) provide mentors at the organization's headquarters for the global employee.
C) provide career planning for the global employee to aid the transition back to the U.S.
D) guarantee future employment after completion of the foreign assignment.
Q2) Which of the following statements is FALSE?
A) Typically, the level of unemployment in Europe is lower than that of the U.S.
B) In the U.S., the sense of job insecurity is highest among older male workers.
C) In Europe, laws that make it difficult for employers to lay off employees are sacrosanct and go unchallenged.
D) Even in Japan, where lifetime employment has been the norm, employees are experiencing job insecurity.
Q3) What is talent management and how is it linked to other HR functions? Why is it growing in importance?
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.
A)True
B)False
Q2) At a large on-line catalog retail company,supervisors randomly listen in on calls handled by customer representatives to make sure that the customers are greeted politely,orders are taken accurately,order details are repeated to the customer,and that customers are thanked for their orders.This is a ____ -based type of performance information.
A) productivity
B) trait
C) results
D) behavior
Q3) Management-by-objectives is best for
A) reducing interrater reliability problems.
B) linking individual performance to organizational goals.
C) minimizing instrument development time.
D) evaluating non-exempt employees.
Q4) How can managers make appraisal feedback interviews more effective?
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Chapter 11: Total Rewards and Compensation
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148 Flashcards
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Sample Questions
Q1) A non-exempt,private sector employee must receive overtime pay under the FLSA.He/she cannot take compensating time off at one and half times the number of hours in lieu of overtime pay.
A)True
B)False
Q2) In terms of procedural justice,the process of determining base pay,allocating pay increases,and measuring performance all must be seen by employees as A) fair.
B) legal.
C) performance-based.
D) non-discriminatory.
Q3) Typical compensation appeals procedures require the employee to discuss the problem first with A) the organizational ombuds.
B) the EEOC.
C) the HR department.
D) his/her supervisor.
Q4) What is meant by equity? Is equity an important consideration in compensation?
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Chapter 12: Incentive Plans and Executive Compensation
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Sample Questions
Q1) All of the following are potential outcomes of a successful pay-for-performance plan EXCEPT
A) greater predictability of employee pay.
B) retention of high performers.
C) improved safety records.
D) aligning employee behavior with organizational business goals.
Q2) Amanda,a CEO of a large marketing firm,is paid bonuses based n quarterly organizational performance.This pay system undermines Amanda's inclination to take the long term view when making important strategic decisions.
A)True
B)False
Q3) Because of the difficulties of designing a truly functional incentive system,fewer than half of all organizations use variable pay.
A)True
B)False
Q4) How does executive compensation differ from the compensation packages provided for other employees in the organization? Describe some of the incentives available for executives.
Q5) What factors will contribute to a successful variable pay plan?
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) ____ consists of approaches that monitor and reduce medical costs using restrictions and market system alternatives.
A) Utilization review
B) Medical review programs
C) Managed care
D) Medical option plans
Q2) The Older Worker Benefit Protection Act (OWBPA)sets forth some very specific conditions that must be met when older workers
A) move from full-time to part-time status.
B) are denied coverage under an employer's health insurance plan.
C) are offered early retirement.
D) apply for supplemental social security benefits.
Q3) For employers,the cost advantages of defined-contribution health plans include all of the following EXCEPT
A) increases in health-care costs are shifted to employees.
B) employees must control their own health-care usage.
C) employer's contributions are limited to a set amount.
D) unused funds in employee accounts roll back to the employer at the end of the year.
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15
Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) Laura,an employee at Extruvent Plastics,has been struck by a forklift driven by Raymond,another employee.The Extruvent safety committee arrives as Laura is being loaded into the ambulance.The first thing the safety committee must do is
A) go to the hospital and interview Laura if she is conscious.
B) review the scene of the accident.
C) interview Raymond and send him for drug testing.
D) locate and interview witnesses to the accident.
Q2) Most employees who are victims of homicide at work are killed by a co-worker..
A)True
B)False
Q3) Indirect costs of accidents in the workplace include all of the following EXCEPT
A) work time lost by the injured employee(s).
B) cost of training substitute for injured employee(s)
C) damage to equipment.
D) compensation costs.
Q4) A security audit team would make use of all the following individuals EXCEPT A) police officers.
B) security consultants.
C) computer security experts.
D) industrial psychologists.
Page 16
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Employment-at-will is a common-law doctrine holding that
A) an employee must provide a minimum of two weeks' notice before quitting a job.
B) there are no legal restrictions preventing employers from firing any employee, as long as that employee is not covered by a union contract or an employment contract.
C) employees are free agents, but employers must have just cause for termination. D) an employer has the right to hire, fire, demote, or promote whomever it chooses except as limited by law or contract.
Q2) Which of the following is FALSE?
A) Written dress codes are more legally prudent than implicit dress codes.
B) Employers can legally refuse to hire an otherwise-qualified individual because of his/her visible tattoos.
C) It may be illegal for an employer to require a female employee to wear slacks if her religion requires women to wear skirts.
D) It would be legal for an employer to refuse to hire an otherwise-qualified disabled person if that person could not wear the company uniform.
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17
Chapter 16: Union/Management Relations
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Sample Questions
Q1) The intent of the Railway Labor Act was to
A) regulate the wages and benefits of railroad workers.
B) reduce the number of transportation strikes.
C) break the monopoly power of the railroad "barons" who controlled this key transportation industry.
D) allow the President to federalize the railroads in states of emergency.
Q2) The executives of Pilot Processing,Inc.,are in a state of shock.Pro-union materials have been found in the company cafeteria.In an emergency meeting,top management is brainstorming which union may be targeting the employees,so that the company can prepare its response.As HR director,you point out the other primary way the unionizing process can begin,which is
A) synchronized attacks by two or more unions.
B) company employees approaching a union with the request to unionize.
C) "salting" of the workforce by the AFL-CIO.
D) an order by the National Labor Relations Board.
Q3) It is an unfair labor practice for unions to "salt" nonunion employers with paid union organizers.
A)True
B)False
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Page 18