Introduction to Human Resource Management
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Course Introduction
Introduction to Human Resource Management explores the fundamental principles, concepts, and practices involved in managing an organizations most valuable asset its people. The course covers the strategic role of human resource management (HRM) in achieving organizational goals, focusing on key areas such as recruitment and selection, training and development, performance appraisal, compensation and benefits, legal and ethical considerations, labor relations, and diversity management. Through real-world case studies and practical applications, students will gain an understanding of how effective HRM contributes to a productive workplace culture, employee satisfaction, and overall organizational success.
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Human Resource Management 12th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Q1) What are the five basic functions of the management process? Explain some of the specific activities involved in each function.Which function is most closely associated with human resource management?
Answer: The five basic functions are planning,organizing,staffing,leading,and controlling.Planning activities include establishing goals and standards,developing rules and procedures,and developing plans and forecasting.Organizing activities include giving specific task assignments to subordinates,establishing departments,delegating authority to subordinates,and establishing channels of authority and communication.Staffing activities include determining what type of people should be hired,recruiting prospective employees,and setting performance standards.Leading activities include maintaining morale and motivating subordinates.Controlling activities include setting standards such as sales quotas,and quality standards and taking corrective action as needed.Staffing is the function most readily related to human resource management.However,HR managers actually perform all 5 functions.
Q2) Autonomy is the right to make decisions,direct the work of others,and give orders.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Equal Opportunity and the Law
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Q1) Managers serve a significant role in establishing the environment of a work place.How can managers discourage sexual harassment? How can managers encourage inclusion in a diverse workforce?
Answer: Managers can actively discourage sexual harassment through a number of methods.First,managers should take all complaints about harassment seriously and issue a strong policy statement condemning such behavior.The policy should clearly describe the prohibited conduct,assure protection against retaliation,describe a complaint process that provides confidentiality,and provide accessible avenues of complaint and prompt,thorough,impartial investigation and corrective action.Managers should take steps to prevent sexual harassment from occurring,such as communicating to employees that the employer will not tolerate sexual harassment,and take immediate action when someone complains.In order to encourage an atmosphere of inclusion in a diverse workforce,managers should learn about other cultures and groups and facilitate interactions between employees from different backgrounds.Management diversity involves providing strong leadership,assessing the situation,providing diversity training and education,changing culture and management systems,and evaluating the diversity management program.
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Page 4
Chapter 3: The Manager's Role in Strategic Human
Resource Management
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Q1) What are human resource metrics? Why are human resource metrics important in high-performance work systems?
Answer: A human resource metric is the quantitative measure of some human resource management yardstick such as employee turnover,hours of training per employee,or qualified applicants per position.You can use such metrics to assess your own company's HR performance,and to compare one company's with another's.Human resource metrics are critical in creating high performance human resource policies and practices.This is because they enable managers to benchmark.Benchmarking means comparing and analyzing the practices of high-performing companies to your own in order to understand what they do that makes them better.
Q2) A diversification corporate strategy implies that a firm will ________.
A) become an industry's low-cost leader
B) expand by adding new product lines
C) reduce the company's size to increase market share
D) save money by producing its own raw materials
E) increase profits by offering one popular product
Answer: B
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Chapter 4: Job Analysis
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Q1) In order for Hollis Construction to be in full compliance with the Americans with Disabilities Act,the manager needs a ________ for each position to validate all human resource activities.
A) performance appraisal
B) compensation schedule
C) workflow system
D) quality control clerk
E) job analysis
Q2) The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.
A)True
B)False
Q3) Job analysis plays a significant role at the Daimler plant in Alabama where employees are organized into work teams and job descriptions are written in broad terms.
A)True
B)False
Q4) In a brief essay,compare and contrast job descriptions and job specifications.
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Chapter 5: Personnel Planning and Recruiting
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Q1) Which of the following is the primary disadvantage for employers who use private employment agencies to fill positions?
A) White-collar applicants are difficult to attract.
B) Internal recruitment specialists are necessary.
C) Applicant screening may not be thorough.
D) Applicant processing time is too lengthy.
E) Application procedures are complicated.
Q2) Which of the following factors plays the greatest role in determining the best medium for a job advertisement?
A) skills needed for the job
B) job compensation and salary
C) time allowed to fill the position
D) length of the employment ad
E) graphics used in the advertisement
Q3) When firms prove that they will use the information on job application forms as a predictor of job performance,they are allowed under EEO laws to request information regarding an applicant's age and marital status.
A)True
B)False
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Page 7
Chapter 6: Employee Testing and Selection
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Q1) The validation of tests used as employment screening tools will most likely be conducted by the HR manager and line supervisor.
A)True
B)False
Q2) Tests that measure a range of abilities including memory,vocabulary,verbal fluency,and numerical ability are called ________.
A) standardized tests
B) intelligence tests
C) achievement tests
D) personality tests
E) comprehensive tests
Q3) According to a survey conducted by the American Management Association,most employers who administer tests to applicants are measuring ________.
A) job skills
B) aptitudes
C) psychological behaviors
D) interpersonal behaviors
E) ethical opinions
Q4) What is test validity? How are selection tests validated?
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Chapter 7: Interviewing Candidates
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Q1) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries?
A) work sample simulation
B) writing test
C) interview
D) reference check
E) arbitration
Q2) How many interviewers usually question applicants during a structured situational interview?
A) 1
B) 2
C) 5
D) 7
E) 9
Q3) What is the second step of the streamlined interview process?
A) writing a job description
B) conducting the interview
C) conducting a job analysis
D) developing interview questions
E) matching the candidate to the job
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Chapter 8: Training and Developing Employees
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Q1) Which of the following occupations most likely does NOT use apprenticeship training to prepare new employees?
A) chef
B) electrician
C) dental assistant
D) fire medic
E) banker
Q2) Sensitivity training seeks to increase participants' insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group.
A)True
B)False
Q3) According to Kurt Lewin,in order for organizational change to occur,which stage must occur first?
A) unfreezing
B) moving
C) refreezing
D) shifting
E) freezing
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Page 10
Chapter 9: Performance Management and Appraisal
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Q1) All of the following questions are relevant to Oshman's decision to replace its traditional appraisal methods with the performance management approach EXCEPT
A) What technology is available to help managers gain immediate access to employee performance data?
B) How would work procedures need to be modified to provide more frequent feedback to employees?
C) How would the firm's mission and vision translate into departmental, team, and individual goals?
D) What methods would be most effective to keep employees' goal-driven performance on track?
E) What procedures are already in place to effectively identify and measure critical incidents?
Q2) Job descriptions serve as the primary tool for developing performance standards because they already include specific job goals.
A)True
B)False
Q3) Describe the four basic types of appraisal interviews.
Q4) In a brief essay,describe the three steps in the performance appraisal process.
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Chapter 10: Coaching, Careers, and Talent Management
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Q1) According to the court system,promotions based on subjective assessments
A) support employers in adverse impact claims
B) violate the Americans with Disabilities Act
C) must be supported by objective evidence
D) are valid under the Civil Rights Act of 1991
E) usually lead to employee retaliation claims
Q2) Institutional barriers,such as golf club memberships,clearly favor male employees,but practices like required late-night meetings are considered gender neutral.
A)True
B)False
Q3) When human resource management takes on a career development focus,HR managers take into consideration employees' interests and preferences in addition to their job skills.
A)True
B)False
Q4) In a brief essay,discuss the relationship between career planning-oriented HR practices and talent management.
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Chapter 11: Establishing Strategic Pay Plans
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Q1) Which compensation-related law contains provisions for minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor?
A) Davis-Bacon Act
B) Civil Rights Act
C) Fair Wages Act
D) Fair Labor Standards Act
E) Walsh-Healey Public Contract
Q2) The ________ sets basic labor standards for employees working on any government contract that amounts to more than $10,000.
A) Davis-Bacon Act
B) Walsh-Healey Public Contract
C) Fair Wages Act
D) Civil Rights Act
E) Fair Labor Standards Act
Q3) Portability rights refer to an employee's ability to transfer his or her vested rights from one organization to another.
A)True
B)False
Q4) In a brief essay,compare and contrast the use of pay ranges with broadbanding.
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Chapter 12: Pay for Performance and Financial Incentives
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Q1) The Scanlon plan is a type of gainsharing plan.
A)True
B)False
Q2) Employers may award merit pay as traditional merit increases that increase an employee's base pay or as a lump sum merit raise.Explain the pros and cons of these two choices.
Q3) According to Victor Vroom,expectancy could also be referred to as the ________.
A) probability that effort will lead to success
B) relationship between performance and reward
C) perceived value a person attaches to a reward
D) employer's strategy for motivating employees
E) likely compensation for successful performance
Q4) Behavior modification is based on the idea that people will repeat behavior for which they are punished.
A)True
B)False
Q5) Explain the advantages and disadvantages of using piecework as a pay plan?
Q6) List the basic steps in implementing a gainsharing plan.
Q7) Explain the advantages of employee stock ownership plans.
Page 14
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Chapter 13: Benefits and Services
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Q1) The Medicare Modernization Act allows employers to establish tax-free health savings accounts.
A)True
B)False
Q2) Stephanie has opted to work from 7 am to 3 pm so that she can be home when her son finishes school in the afternoons.Her company must offer ________ for Stephanie to have this option.
A) work sharing
B) shift work
C) flextime
D) telecommuting
E) compressed workweeks
Q3) All of the following are typical reasons that employers provide severance pay when downsizing EXCEPT ________.
A) reducing litigation chances
B) ensuring good public relations
C) reassuring remaining employees
D) showing respect for dismissed employees
E) adhering to federal government requirements
Q4) What are the three types of benefits provided by Social Security?
Page 15
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Chapter 14: Ethics, Justice, and Fair Treatment in HR Management
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Q1) The fair treatment of job applicants by HR managers leads to applicants having favorable opinions about the selection procedure and and the organization.
A)True
B)False
Q2) The four main types of privacy upheld by courts are intrusion,publication of private matters,disclosure of medical records,and appropriation of an employee's name or likeness for commercial purposes.
A)True
B)False
Q3) When a company rewards employees who behave ethically using the firm's incentive plan and appraisal system,they are ________ to encourage ethical behavior.
A) providing physical support
B) using stories
C) organizing ceremonies
D) clarifying expectations
E) using symbols
Q4) What is the difference between layoffs and downsizings? What are the alternatives to layoffs and downsizings?
Page 16
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) Discuss the differences between unions before and after the Great Depression? What laws significantly affected U.S.unions?
Q2) Union pressure on a company's shareholders,directors,and customers is known as a corporate campaign.
A)True
B)False
Q3) Jeff is a manager at a paper mill.He has received a grievance from a group of employees who are union members.The grievance claims that a plant rule barring employees from eating during unscheduled breaks is arbitrary and unfair.What should Jeff do?
A) Discuss the case privately with the union steward.
B) Respond to the grievance with long, written answers.
C) Agree to make informal changes to the rules.
D) Examine the grievants' personnel records.
E) Make special arrangements with the grievants.
Q4) List and describe the five steps involved in planning a union drive and election.
Q5) What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
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Chapter 16: Employee Safety and Health
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Q1) Which of the following is NOT among the common clues that usually precede a violent incident at work?
A) verbal threat
B) intimidation
C) frustration
D) obsession
E) written threat
Q2) The Occupational Safety and Health Act was intended to ________.
A) set national, state, and local safety and health standards
B) assure every person safe and healthful working conditions
C) provide safe and healthful working conditions to self-employed persons
D) prevent the occurrence of occupational illnesses among public employees
E) enable all workers to file workers' compensation claims for unsafe work conditions
Q3) Comfort,fit,durability,and convenience are primary concerns regarding personal protective equipment.
A)True
B)False
Q4) What are the factors leading to job stress? How can employees reduce their job stress?
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Chapter 17: Managing Global Human Resources
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Q1) Roberta is an Italian citizen who spent a great deal of time during her childhood in England.She now works in Brazil as an HR manager for a British company.Roberta is best described as a(n)________.
A) local
B) expatriate
C) third-country national
D) home-country national
E) host-country national
Q2) Frank Williams is being sent to Saudi Arabia for two years to work for his company's Saudi affiliate.Which of the following suggestions should Frank follow to minimize his chances of being the victim of a kidnapping?
A) emphasize that he is an American
B) take the same route to and from work
C) arrive at the airport close to departure time
D) wait at the airport in a main traffic area
E) leave work at the same time each day
Q3) Explain the balance sheet approach to formulating expatriate pay.
Q4) What staffing options do multinational firms have when filling positions in foreign subsidiaries?
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) In order to recruit top-quality employees,the majority of small businesses offer retirement benefits.
A)True
B)False
Q2) The owner of A-1 Construction paid more in workers' compensation costs than salaries last year.Which of the following would most likely help the owner of A-1 Construction?
A) taking online courses through the SBA
B) screening employees with the Predictive Index
C) using web-based recruiting tools like Monster.com
D) requesting a consultation with an OSHA safety expert
E) referring to the FirstStep Employment Law Advisor
Q3) Which of the following undermines the argument that David should use Assure Group?
A) Assure recently changed its business name.
B) Assure's Web site indicates that customers experience only modest savings.
C) Assure requires business owners to complete questionnaires about workplace safety.
D) Assure provides payroll, recruiting, and screening services to customers.
E) Assure's Web site has a link to a national PEO association.
Page 20
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