Strategic Human Resource Management
Final Exam
Course Introduction
Strategic Human Resource Management explores the integration of human resource policies and practices with overarching organizational strategies to achieve long-term business objectives. The course examines the role of HR as a strategic partner, focusing on workforce planning, talent management, performance management, and change management. Through case studies and real-world examples, students will analyze how effective HR strategies contribute to organizational success, competitive advantage, and adaptability in a dynamic business environment. The course also addresses current trends such as globalization, technological advances, and legal developments impacting human resource management.
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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Page 2
Chapter 1: Human Resource Management in Organizations
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Sample Questions
Q1) International firms that move manufacturing operations to low-wage countries overseas are sometimes criticized for being "sweatshop employers." Which of the following is NOT a defense for an international firm that is taking advantage of the wage disparity between the U.S.and less-developed countries?
A) Even though the wages are lower in the less-developed host country than in the U.S., the host country employees are receiving higher wages than they would otherwise.
B) The jobs provided by the U.S. company reduce unemployment in the host country.
C) The host country employees receive specialized training that will enable them to emigrate to the U.S. for a better life.
D) The working conditions in the U.S- run manufacturing plant may not adhere to U.S. standards, but those standards may be better than those typical in the host country.
Answer: C
Q2) African-Americans are the largest minority in the overall U.S.workforce.
A)True
B)False
Answer: False
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Chapter 2: Strategic HR Management and Planning
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115 Flashcards
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Sample Questions
Q1) In mergers and acquisitions,the HR planning process begins with A) conducting due diligence.
B) addressing key HR processes..
C) analyzing the internal inventory of HR capabilities.
D) optimizing the workforce.
Answer: A
Q2) If an HR manager wishes to determine how much operating profit per employee the firm generates,he/she should calculate Human Capital Value Added (HCVA)
A)True
B)False
Answer: True
Q3) Phillip has worked for ModernMade Textiles for 25 years,most recently in a supervisory position.He has been laid off.ModernMade Textiles is legally required to provide Phillip one week of severance pay for each year of service.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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Sample Questions
Q1) Why are some forms of "discrimination" among applicants or employees legal and productive for the organization and why are some forms of discrimination illegal?
Answer: In its most general usage,"discrimination" means recognizing differences among people.In an employment setting,the organization would wish to find the applicants with the highest levels of the applicable KSAs.In addition,the organization would wish to reward and promote employees with the highest productivity and encourage unproductive employees to leave.To do this,the organization must "discriminate" between high and poor performers.Illegal discrimination occurs when (1)different standards are used to judge different individuals or (2)the same standard of judgment is used,but it is not related to the individual's job.Illegal discrimination is clearly not in the organization's economic interest,because individuals are not judged on their future or current performance but on their personal characteristics.
Q2) In a discrimination lawsuit,the burden of proof falls initially on the employee bringing the complaint of discrimination.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Workers,Jobs,and Job Analysis
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Sample Questions
Q1) Clear,precise statements on the major tasks,duties,and responsibilities performed are contained in the ____ section of the job description.
A) identification
B) general summary
C) essential functions and duties
D) specification requirements
Q2) The most restrictive job descriptions exist in
A) service industries.
B) white-collar jobs.
C) unionized workforces.
D) technical jobs.
Q3) The Position Analysis Questionnaire (PAQ)focuses on the ____ elements that describe behaviors necessary to do the job.
A) worker-oriented
B) organization-oriented
C) market-oriented
D) job-oriented
Q4) Discuss the statement: "Job analysis is the most basic function of human resource management."
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Chapter 5: Human Resource Planning and Retention
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Sample Questions
Q1) Piaffe Products has 15 employees quit during 2010 and an additional 10 are fired for poor performance.At midyear there are 50 employees.Piaffe's turnover rate is
A) 10%
B) 20%
C) 30%
D) 50%
Q2) Herbert,the executive vice president of HR for an international bank,has learned that a high-level market specialist has resigned unexpectedly.This specialist makes $250,000 per year in salary.Herbert wonders how he will manage to absorb the cost of this turnover into this year's budget.He estimates using a common rule of thumb,that it will cost the bank as much as ____ to replace this individual.
A) $2,500
B) $50,000
C) $250,000
D) $500,000
Q3) The most common HR planning period is six months to one year.
A)True
B)False
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Which of the following statements about the global labor market is FALSE?
A) U.S. employers argue that if they cannot use cheaper foreign labor, they will be at a competitive disadvantage compared with firms that make use of this low-cost labor.
B) U.S. employers find China a good location for outsourcing because of few governmental regulations on recruiting and hiring by foreign firms.
C) An immigrant with a valid H1 visa can legally work in the U.S. for a U.S. employer.
D) When U.S. employees are significantly more productive than foreign workers doing the same job, U.S. employers are often willing to pay higher U.S. wages and keep the jobs in the U.S.
Q2) Important information that the company can learn from rejected applicants includes all of the following EXCEPT
A) the timeliness of the process, including notice of rejection.
B) the applicants' perception of the organization.
C) the trade-off of speed of hire versus applicant quality.
D) whether the recruited asked inappropriate questions.
Q3) What are the major components of the labor market? Define them and describe how they are related.
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) A vendor of selection tests has called on the recruiting manager for Maxster Merchandisers,Inc.The vendor is promoting an honesty test which scores he says are strongly negatively correlated with theft.Maxster has had a long-standing problem of employee theft from warehouses.The recruiting manager asks to see some statistics.The vendor says that a high score on the test has a correlation coefficient of ____ with shoplifting behavior.
A) -.2
B) .1
C) .6
D) -.8
Q2) "Aaron might not be the sharpest kid I ever met,since his cognitive scores are pretty low.But he has a wonderful interpersonal manner with guests in our simulations.I suggest that we hire him,and give him some intense training in our desk procedures." This is an example of the compensatory approach to combining predictors of work performance.
A)True
B)False
Q3) What are the purposes of the application form? What legal issues are involved with application forms?
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Chapter 8: Training Human Resources
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Sample Questions
Q1) Andrew is enrolled in a university course on project management.His class meets at the local community college,but the instructor's lecture is carried over two-way television from the state university located in another city.This is an example of A) simulation.
B) distance learning.
C) web-conferencing.
D) cooperative education.
Q2) All of the following should be considered in a cost-benefit analysis of training as potential benefits of training EXCEPT A) employee retention.
B) fewer errors.
C) better customer service.
D) reduction in training expense.
Q3) Because of the U.S.'s commitment to training specialized and skilled workers,the U.S.is certain to remain the innovative and strategic leader in the world economy for the foreseeable future.
A)True
B)False
Q4) What learning principles would you consider in designing a training program?
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Chapter 9: Talent Management
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Sample Questions
Q1) Marcie and Andrew are married.They are both professional employees at the City Zoological Park.Marcie is an exotic-animal veterinarian specializing in big cats,while Andrew is a designer of animal exhibits.As HR director for a zoo in a major city you want to hire Marcie as chief of veterinary medicine for the zoo.You realize that A) hiring Marcie is a risk because as a woman she will probably scale back her career when she starts a family.
B) Andrew will need the inducement of a job equivalent to his current one before he and Marcie will consider relocation.
C) you need to create a dual career ladder in order to give Marcie more incentive to take the job.
D) you need to meet with Andrew and discuss the concept of career sequencing and how moving with Marcie will not affect his future career progression.
Q2) A career path designed to retain employees must map out steady upward progression through the organization.
A)True
B)False
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) At Decahedron Software,Inc.,appraisals for non-technical employees are conducted annually.Technical employees receive evaluations every six months.This is probably because the technical employees
A) have many job opportunities and semiannual evaluations allows for raises every six months as a retention tool.
B) need more performance guidance from their managers than do non-technical employees.
C) tend to be younger employees who require more intense management attention. D) have shorter developmental cycles than non-technical employees because technology changes so rapidly in the software industry.
Q2) Performance appraisals are widely used for all the following types of employees EXCEPT
A) non-exempt employees.
B) professional employees.
C) managers in service industries.
D) unionized production employees.
Q3) Describe several types of rater error that can undermine the performance appraisal process.
Q4) How can managers make appraisal feedback interviews more effective?
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Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Much of the accuracy of the market pricing method of job evaluation depends on A) the industry in which the organization operates.
B) whether gender bias can be eliminated from the system.
C) the quality of the job matches between the survey and the employer's jobs.
D) the depth and appropriateness of the compensable factors used.
Q2) Chuck has applied to a residential roofing firm for a job as a roofer during school vacation because the pay is very good.Roofing is considered hazardous work.Under the FLSA Chuck cannot be hired unless he is at least ____ years old.
A) 14
B) 16
C) 18
D) 21
Q3) The goal in giving pay increases to average performers should be
A) to keep their pay competitive with the labor market..
B) on motivating them to perform better.
C) on encouraging them to leave the organization.
D) on achieving a compa-ratio of 100.
Q4) What is meant by equity? Is equity an important consideration in compensation?
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Page 13
Chapter 12: Incentive Plans and Executive Compensation
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Sample Questions
Q1) In large for-profit organizations,the CEO's base salary is
A) typically the largest part of his/her total compensation.
B) often deferred until after the CEO retires.
C) likely to be less than half of his/her total compensation.
D) typically 20 times larger than the salary of the average worker in the organization.
Q2) ____ is an example of an organizational-level variable pay system.
A) Sales compensation
B) Cost reduction
C) A piece-rate system
D) Deferred compensation
Q3) Robert is paid by the number of bicycle tires he attaches to wheel rims.If he attaches more than his daily quota of tires,he receives 75 cents extra per tire over the quota.Robert is paid under a ____ system.
A) pro-rated bonus
B) differential piece-rate
C) straight piece-rate
D) commission
Q4) What factors will contribute to a successful variable pay plan?
Q5) Describe the various methods of compensating sales employees.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Wanda has medical insurance through her employer.Whenever she visits the physical therapist for a knee injury,she is charged $25.Her employer's insurance covers the rest of the $150 fee.This is an example of A) a co-payment.
B) first-dollar coverage.
C) managed care.
D) an HMO.
Q2) Ambrose has been recently transferred from the Ohio headquarters of his firm to the European office.He is surprised to learn that instead of the 10 days of vacation per year he receives from his employer,his European colleagues get A) no discretionary vacation, only state holidays off.
B) exactly the same amount of vacation he gets in the U.S., but no family leave.
C) 20 days of vacation per year, double the Ohio office's practice.
D) over 30 vacation days a year.
Q3) Bernardette has been told that her health benefits will not cover treatment for her recently-diagnosed multiple sclerosis.It is the utilization review specialist who has made this decision.
A)True
B)False
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Page 15
Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) OSHA regulations ban all smoking in the workplace.
A)True
B)False
Q2) As the new HR director for a company with a history of OSHA violations and haphazard records of workplace hazards and accident records,your best option to reducing the company's exposure to lawsuits is to purchase Employment Practices Liability Insurance for the company.
A)True
B)False
Q3) A good way to measure the usefulness of a workplace safety English program for employees who speak English as a second language would be to calculate the cost-per-employee of the program.
A)True
B)False
Q4) All of the following are part of the engineering approach to safety management EXCEPT
A) applying ergonomic principles.
B) developing and implementing safety policies.
C) designing work settings and equipment.
D) reviewing equipment.
Page 16
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) People evaluate the favorability of their outcomes by comparing them with the outcomes of others,given their relative situations.This decision involves the concept of A) procedural justice.
B) just treatment.
C) equitable treatment.
D) distributive justice.
Q2) During routine phone surveillance,Glenda,a supervisor,heard one of her subordinates having a conversation with a client reliving in great detail a previous romantic encounter between the two of them.Glenda should not do anything because this is a private behavior between two adults.
A)True
B)False
Q3) What is a formal employment contract? Discuss the provisions typically included in a formal employment contract.
Q4) What are the consequences of substance abuse in the workplace? When can the employer legally test for drug use?
Q5) Describe the similarities and differences of the progressive discipline procedure and the positive discipline procedure.
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) In a unionized workplace,which of the following statements is TRUE?
A) A grievance is a complaint based on the union contract formally stated in writing.
B) Grievance procedures formalize employee complaints, and so tend to increase animosity between the union and management.
C) Legally, grievances may only relate to employee complaints about mandatory issues of bargaining.
D) Formal grievance procedures are being eliminated from union contracts because of the expense of processing them.
Q2) Unions,especially those in the Change to Win Federation,have attempted to counteract the overall decline in membership by A) reducing membership dues and initiation fees.
B) organizing manufacturing workers in third-world countries.
C) boycotting states with "employer-friendly" laws. D) targeting service industry workers.
Q3) What is the role of collective bargaining in union/management relations? Describe a typical collective bargaining process.
Q4) What is the current "state of labor unions" in the United States?
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