Introduction to Human Resources
Exam Materials
Course Introduction
Introduction to Human Resources offers a foundational understanding of the roles, functions, and strategic importance of human resource management within organizations. This course explores essential HR topics such as recruitment and selection, employee development, compensation and benefits, performance management, legal and ethical considerations, and workplace diversity. Students will learn how HR practices contribute to organizational effectiveness by attracting, developing, and retaining talent. Through case studies and practical applications, learners gain insights into current challenges and trends in the field, preparing them for further studies or careers in human resource management.
Recommended Textbook
Human Resource Management 11th Edition by Leslie W. Rue
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19 Chapters
1140 Verified Questions
1140 Flashcards
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Page 2
Chapter 1: Human Resource Management: a Strategic Function
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Which of the following is a measurement and control system that uses a mix of quantitative and qualitative measures to evaluate performance within organizations?
A) HR metrics
B) Gap analysis
C) Balanced scorecard
D) SWOT analysis
Answer: C
Q2) Subcontracting work to an outside company that specializes in that particular type of work is known as ____.
A) rightsizing
B) workshifting
C) outsourcing
D) reengineering
Answer: C
Q3) A human resource department normally acts in an advisory capacity and does not have authority over operating managers.
A)True
B)False
Answer: True
Page 3
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Chapter 2: Equal Employment Opportunity: The Legal Environment
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Sample Questions
Q1) Which of the following government agencies is responsible for enforcing the Vietnam-Era Veterans Readjustment Assistance Act of 1974?
A) The Office of Personnel Management
B) The Equal Employment Opportunity Commission
C) The Office of Federal Contract Compliance Programs
D) The National Labor Relations Board
Answer: C
Q2) Discuss the provisions of the Older Workers Benefit Protection Act of 1990. Answer: Under the Older Workers Benefit Protection Act of 1990,employers may integrate disability and pension pay by paying the retiree the higher of the two; integrate retiree health insurance and severance pay by deducting the former from the latter; and,in cases of plant closings or mass layoffs,integrate pension and severance pay by deducting from severance pay the amount added to the pension.The act also gives employees time to consider a company's early retirement package-21 days for an individual or 45 days if a group is involved.Employees also have seven days to change their minds if they have signed a waiver of their right to sue.Coverage of this law is the same as that under the Age Discrimination in Employment Act.
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Page 4
Chapter 3: Implementing Equal Employment Opportunity
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Sample Questions
Q1) If the Equal Employment Opportunity Commission (EEOC)does not file a lawsuit in a civil rights case,the person bringing the discrimination charge has no recourse and cannot prevail in the dispute.
A)True
B)False
Answer: False
Q2) Outline the Equal Employment Opportunity Commission (EEOC)posting requirements.
Answer: Title VII of the Civil Rights Act requires employers,employment agencies,and labor organizations covered by the act to post EEOC-prepared notices summarizing the requirements of Title VII,the Age Discrimination in Employment Act (ADEA),the Equal Pay Act,the Americans with Disabilities Act (ADA),and the Civil Rights Act of 1991.The EEOC has prepared such a poster,and a willful failure to display it is punishable by a fine of not more than $100 for each offense.Organizations subject to notice requirements by Executive Order 11246 and Title VII can display a poster meeting the requirements of both the EEOC and the Office of Federal Contract Compliance Programs (OFCCP).
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Chapter 4: Job Analysis and Design
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Sample Questions
Q1) In the context of job analysis methods,which type of observation study is also known as a methods study?
A) Motion study
B) Work sampling
C) Functional job analysis
D) Time study
Q2) A(n)____ explains,in written form,what a job is called,what it requires to be done,where it is to be done,and how it is to be done.
A) organizational chart
B) job position
C) work sample
D) job description
Q3) Most assembly line jobs are high in job scope and job depth.
A)True
B)False
Q4) What are the various flexible work arrangements that an organization can provide to its employees?
Q5) Briefly describe a results-only work environment (ROWE)?
Q6) Define the terms job description and job specification.
Page 6
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Chapter 5: Human Resource Planning
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Sample Questions
Q1) Explain the cascade approach to setting objectives.
Q2) Organizational objectives should do all of the following EXCEPT: A) be stated in terms of expected results. B) become the basis upon which the corporate mission is defined. C) enhance the sense of purpose for members of an organization. D) provide direction to an organization.
Q3) Scenario analysis involves thoroughly examining internal practices and procedures of an organization and measuring them against the ways other successful organizations operate.
A)True
B)False
Q4) Differentiate between replacement planning and succession planning.What are the problems with succession plans?
Q5) The cascade approach to objective setting is a form of top-down planning,whereby objectives are passed down to lower levels of an organization.
A)True
B)False
Q6) Explain Web 2.0.
Q7) Write a short note on skills inventory.What are its advantages?
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Chapter 6: Recruiting Employees
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Sample Questions
Q1) The human resource team at BMD Inc.wants to recruit for some senior-level positions from within the organization before it turns to other sources of recruitment.The team has devised a job posting and bidding program.Which of the following practices will make the program less successful?
A) Refraining from notifying unsuccessful bidders as to why they were not accepted
B) Requiring job bidders to list their qualifications
C) Refraining from external recruiting until a specified time period has elapsed
D) Including selection standards within the position notice
Q2) Which of the following is a disadvantage generally associated with external sources of recruitment?
A) The pool of talent is much smaller than that available from internal sources.
B) It is difficult to hire technical or managerial people from the outside.
C) An organization's ability to generate new ideas and innovations may be stifled.
D) New employees will need a longer orientation period when compared to internal sources.
Q3) Job posting and bidding is an external method of recruitment.
A)True
B)False
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8
Chapter 7: Selecting Employees
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Sample Questions
Q1) Explain the purpose of a preliminary interview.
Q2) Which of the following tests is based on the assumption that people are more likely to be successful in jobs they like?
A) Spatial tests
B) Proficiency tests
C) Interest tests
D) Polygraph tests
Q3) Discuss the various types of job interviews.
Q4) Which of the following tests is most likely to be administered while hiring people to fill assembly-line jobs?
A) Perception speed test
B) Verbal-aptitude test
C) Psychomotor test
D) Reasoning test
Q5) One advantage of concurrent validation as a criterion predictor is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.
A)True
B)False
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Chapter 8: Orientation and Employee Training
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Sample Questions
Q1) The orientation from coworkers often provides new employees with inaccurate and misleading information.
A)True
B)False
Q2) Usually,the human resource (HR)manager should bear full responsibility for a new employee's orientation.
A)True
B)False
Q3) A virtual classroom is an online teaching and learning environment that integrates chat rooms,desktop video conferencing,websites,and e-mail distribution into a typical lecture-based system.
A)True
B)False
Q4) It is important for all organizations to require employees to sign a form indicating they have received and read the orientation kit.
A)True
B)False
Q5) Explain the two distinct levels of orientation.
Q6) Explain the purpose of an orientation kit.
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Chapter 9: Management and Organizational Development
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Sample Questions
Q1) A task analysis is subjective and is based on the opinion of an expert.
A)True
B)False
Q2) In a common outdoor activity called "The Wall," a team has to get over a 12- to 14-foot structure by working together.The wall is viewed as a symbol for any business challenge.This is an example of ____.
A) job rotation
B) adventure learning
C) understudy assignments
D) committee assignments
Q3) Which of the following statements is true about task analysis?
A) It is characterized by a high degree of involvement.
B) The tasks can be identified precisely.
C) It cannot be validated by observation.
D) The relative importance of tasks can be assessed easily.
Q4) Experiential-learning programs use many kinds of challenging outdoor activities to help participants achieve their objectives.
A)True
B)False
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Chapter 10: Career Development
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Sample Questions
Q1) To ensure long-range career growth,salespeople must believe that the way to get ahead is to determine one's own weaknesses and then work hard to correct them.
A)True
B)False
Q2) What is outplacement?
Q3) An individual's self-assessment should be:
A) limited by current resources.
B) focused on identifying personal strengths.
C) limited by his or her current abilities.
D) based on a vision statement provided by the organization.
Q4) A career-related fact that most employees must be aware of is that there is always room for one more person at the top of an organization.
A)True
B)False
Q5) Describe the trend of career development online.
Q6) Discuss the concept of life preparedness.
Q7) Explain why career planning is necessary.
Q8) List the career-related myths held by managers.
Q9) Describe the concept of a career lattice.
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Chapter 11: Performance Management Systems
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Sample Questions
Q1) The focus of the behaviorally anchored rating scale (BARS)and,to some extent,the graphic rating scale and checklist methods of performance appraisal is primarily on performance outcomes.
A)True
B)False
Q2) An understanding of job descriptions is crucial for conducting performance appraisals.
A)True
B)False
Q3) Pals Computer Inc.is using the graphic rating scale method for its employees' performance appraisal.Which of the following is a major weakness of this appraisal method?
A) This method is suitable only for managerial employees.
B) Evaluators fail to consider attendance, accuracy of work, and cooperativeness when rating employees.
C) This method includes only numerical ranges and completely avoids written descriptions.
D) Evaluators are unlikely to interpret written descriptions in the same manner due to differences in background, experience, and personality.
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Page 13
Chapter 12: The Organizational Reward System
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Sample Questions
Q1) Which of the following is an example of an intrinsic reward?
A) Pay
B) Fringe benefits
C) Physical work environment
D) Job satisfaction
Q2) Describe some issues that compensation policies must address.
Q3) The traditional view of managers toward employee rewards was that:
A) they were fully capable of deciding just what rewards the workers need and want.
B) workers alone could assess the accurate value of the rewards.
C) rewards do not necessarily have to be costly to be valued by employees.
D) they should offer a mix of rewards based on employees' preferences and needs.
Q4) When a job decreases in attractiveness,an employee is more likely to be tardy,quit,or become dissatisfied with the job itself.
A)True
B)False
Q5) Compensation refers to all the intrinsic rewards employees receive in exchange for their work.
A)True
B)False
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Chapter 13: Base Wage and Salary Systems
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Sample Questions
Q1) The primary method for determining the relative worth of jobs to an organization is termed:
A) job evaluation.
B) job positioning.
C) job scoping.
D) job enrichment.
Q2) Conventional base pay systems compensate employees based on the work required to do a specific job as determined by job evaluations.Which of the following approaches was created to provide additional flexibility to conventional base pay systems?
A) Competence-based pay
B) Skill-based pay
C) Crowdsourcing
D) Broadbanding
Q3) A major disadvantage of the point method of job evaluation is that it:
A) evaluates a job only in comparison to other positions.
B) is relatively time-consuming and costly to develop.
C) is not detailed and specific.
D) fails to allow evaluators to assign monetary values to jobs.
Q4) What is the purpose of wage and salary surveys?
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Chapter 14: Incentive Pay Systems
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Sample Questions
Q1) Stock option plans are generally designed to give managers an option to buy company stock at the existing market price.
A)True
B)False
Q2) "Say-on-pay" proposals require an annual binding shareholder vote regarding executive compensation.
A)True
B)False
Q3) Which of the following is an individual incentive plan devised by Frederick W.Taylor that pays one rate for all acceptable units produced up to some standard and then a higher rate for all pieces produced if the output exceeds the standard?
A) Differential piece rate plan
B) Dual exchange rate system
C) Time-and-a-half for overtime system
D) Commission plan
Q4) Discuss long-term performance plans for managerial personnel.
Q5) Discuss the major issues related to the executive pay controversy.
Q6) Discuss piece rate plans,plans based on time saved,and plans based on commissions.
Page 16
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Chapter 15: Employee Benefits
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Sample Questions
Q1) Flexible-benefit plans may be of interest to organizations for all of the following reasons EXCEPT:
A) unions often endorse them as they give them some control.
B) employees gain more familiarity with the various benefits' costs.
C) health care costs can be lowered.
D) employee recruitment and retention can be enhanced.
Q2) Why is it important for organizations to communicate the benefit package to their employees?
Q3) In an effort to ensure the fair treatment of employees under pension plans,Congress passed the Employee Retirement Income Security Act (ERISA)in 1974.
A)True
B)False
Q4) In a Roth IRA,an employer contributes up to 25 percent of an employee's total salary,with a maximum of $49,000.
A)True B)False
Q5) Unicorn Energies Inc.is planning its retirement and pension plans.Discuss the different schemes related to these plans that the company needs to know.
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Chapter 16: Employee Safety and Health
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Sample Questions
Q1) Under which of the following conditions is the Occupational Safety and Health Administration (OSHA)less likely to conduct inspections?
A) When frequent complaints are received from employees
B) When the number of hazards and associated injuries in an industry is insignificant
C) When there is a situation of imminent danger or reasonable certainty of danger
D) When there are catastrophes resulting in the death or the hospitalization of employees
Q2) Which of the following statements about AIDS is true?
A) Employers are not required to make any reasonable accommodations to support AIDS-infected employees.
B) Most AIDS victims are not allowed to work after symptoms appear.
C) The Vocational Rehabilitation Act protects those employees with AIDS working for an employer who is a federal contractor.
D) The Vocational Rehabilitation Act prevents employers from terminating an employee with AIDS under any circumstances.
Q3) Discuss work/life programs and wellness programs.
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Chapter 17: Employee Relations
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Q1) Consistency in administering discipline means that factors such as past conduct,length of service,work record,and other mitigating factors must be ignored in determining an appropriate discipline.
A)True
B)False
Q2) How have the <i>National Labor Relations Board (NLRB)v.Weingarten and Baton Rouge Water Works</i> decisions affected union representation during disciplinary interviews?
Q3) In case of any violation in an organization,before an employee is disciplined or punished,it is prudent for management to:
A) keep adequate records including past transgressions of the employee.
B) avoid union representation, if possible.
C) take appropriate corrective action.
D) allow the employee to appeal to the Equal Employment Opportunity Commission.
Q4) The first step in the organizational disciplinary process is the establishment of performance requirements and work rules.
A)True
B)False
Q5) What are the causes of disciplinary actions? Give some examples.
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Chapter 18: The Legal Environment and Structure of Labor
Unions
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Sample Questions
Q1) The Taft-Hartley Act did all of the following EXCEPT:
A) eliminating most closed shop hiring arrangements.
B) reducing the size of the National Labor Relations Board (NLRB).
C) making excessive union initiation fees illegal.
D) outlawing secondary boycotts.
Q2) Craft unions can include skilled and unskilled workers,whereas industrial unions can enroll only skilled workers.
A)True
B)False
Q3) The ____ is an entity within the Federal Labor Relations Authority (FLRA).
A) Federal Services Impasses Panel (FSIP)
B) National Mediation Board
C) Office of the General Counsel
D) National Labor Relations Board (NLRB)
Q4) Which of the following acts established the National Labor Relations Board (NLRB)?
A) The Railway Labor Act
B) The Wagner Act
C) The Taft-Hartley Act
D) The Norris-La Guardia Act
Page 20
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Chapter 19: Union Organizing Campaigns and Collective Bargaining
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Sample Questions
Q1) What are the various reasons for employees joining a union?
Q2) The election for certification of a union as an exclusive bargaining agent is done by conducting a:
A) voice vote.
B) secret ballot.
C) show of hands.
D) straw poll.
Q3) Under productivity bargaining,unions and management develop a contract whereby the union agrees to exchange old work procedures and methods for new and more effective ones in return for gains in pay and working conditions.
A)True
B)False
Q4) A ____ results when an employer agrees with a union not to handle or use the goods or services of another employer.
A) contract bar
B) recognition bar
C) closed shop
D) hot-cargo clause
Q5) Describe a bargaining unit.
Page 21
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