Strategic Human Resource Management
Final Test Solutions
Course Introduction
Strategic Human Resource Management examines the integration of human resource strategies with overall organizational objectives to enhance performance and cultivate competitive advantage. The course explores key concepts such as workforce planning, talent management, performance measurement, leadership development, and change management within a strategic framework. Students will analyze case studies, evaluate HR policies and practices in diverse organizations, and discuss the impact of globalization, technology, and ethical considerations on human resource decisions. By the end of the course, students will understand how strategic HRM contributes to achieving business goals while fostering organizational culture and sustainability.
Recommended Textbook
Human Resource Management 10th Edition by Raymond Noe
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16 Chapters
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Page 2
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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Sample Questions
Q1) What is the purpose of the Malcolm Baldrige Award? Describe the application and evaluation process, and list the seven characteristics that companies are scored for in the examination.
Answer: The Baldrige Award, created by public law, is the highest level of national recognition for quality that a U.S. company can receive. It was established to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies. To become eligible for the Baldrige, the company must complete a detailed application with basic information about the firm as well as an in-depth presentation of how it addresses specific criteria related to quality improvement. Applications are reviewed by an independent board of about 400 examiners who come primarily from the private sector. One of the major benefits of applying for the Baldrige Award is the feedback report from the examining team noting the company's strengths and areas for improvement. The categories that are evaluated for scoring are: leadership; measurement, analysis, and knowledge management; strategic planning; workforce focus; operations focus; results; and customer focus.
Q2) Measuring employees' performance is a part of the compensation function of HR.
A)True
B)False
Answer: False
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Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Untapped labor pools are an example of a strategic threat to an organization's operating environment.
A)True
B)False
Answer: False
Q2) Training refers to a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.
A)True
B)False
Answer: True
Q3) Which of the following is a physical resource that a company uses to compete with other companies?
A)Controlling system
B)Technology
C)Planning system
D)Employee skill
E)Experience of employees
Answer: B
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Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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Sample Questions
Q1) Reasonable accommodation simply requires an employer to refrain from committing discriminatory acts.
A)True
B)False
Answer: False
Q2) Section 1982 of the Civil Rights Act granted all persons the same property rights as white citizens.
A)True
B)False
Answer: True
Q3) In showing class action _____ lawsuits, the plaintiffs show some statistical disparities between the composition of some group within the company compared to some other relevant group.
A)pattern and practice
B)disparate impact
C)disparate treatment
D)reasonable accommodation
E)quid pro quo
Answer: A
Page 5
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Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Which of the following is likely to happen when a private equity group hires an efficiency expert?
A)Overburdening people by removing machines
B)Modifying production processes to support excess inventories
C)Increasing the number of employees involved in a particular task
D)Limiting procedures that streamline operations
E)Decreasing movements that create no value
Q2) Which of the following is true about O*NET?
A)It is a private job-listing index that employers can use free of cost.
B)It uses a common language that generalizes job specifications across various occupations.
C)It relies exclusively on fixed job titles.
D)It relies exclusively on narrow task descriptions.
E)It is only beneficial for employers, not job seekers.
Q3) What are the advantages and disadvantages of a functional structure? Compare them with those of a divisional structure.
Q4) Discuss the standardized frameworks used to assess the nature of teams.
Q5) How does the perceptual-motor approach differ from the biological approach and what does it share in common with the mechanistic approach?
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) Which of the following is true of statistical forecasting methods that capture historic trends?
A)They are useful for predicting events in the labor market that have no historical precedent.
B)They are particularly useful in situations where there is no long, stable history.
C)They provide predictions that are much more precise than judgmental methods.
D)They remove the need for subjective judgments of experts.
E)They include variables like intuition and guesswork into economic decision making.
Q2) Discuss the major options organizations have for reducing labor surpluses. In doing so, discuss how they vary in terms of speed and the amount of human suffering.
Q3) Which of the following is NOT one of the forces that draw out an older worker's career?
A)The improved health of older people in general
B)The fear of Social Security being cut
C)Employers being constrained by age discrimination legislation
D)Insufficient younger workers to replace the older workforce
E)Employers' fear of losing the experience that older workers possess
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Chapter 6: Selection and Placement
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Sample Questions
Q1) _____ is the ability to keep disruptive emotions in check.
A)Social skills
B)Empathy
C)Self-motivation
D)Self-awareness
E)Self-regulation
Q2) Predictive validation is superior to concurrent validation because:
A)predictive valuation involves contribution from many individuals.
B)job applicants often have no information about organizational culture.
C)job applicants are more motivated than an organization's employees.
D)the effort needed for predictive valuation is lesser than concurrent valuation.
E)the time taken for predictive valuation is lesser than concurrent valuation.
Q3) The utility of any given test generally increases as the selection ratio gets higher.
A)True
B)False
Q4) The correlation coefficient is zero for a perfect positive relationship.
A)True
B)False
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Chapter 7: Training
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Sample Questions
Q1) Which of the following is true of informal learning?
A)It is initiated by the management of an organization.
B)It involves training and development programs.
C)It occurs in a planned setting for facilitating knowledge.
D)It occurs as a result of gathering explicit knowledge.
E)It is motivated by a personal intent to develop.
Q2) _____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.
A)Information absorption
B)Transfer of training
C)Cognitive adoption
D)Hands-on learning
E)Learning management
Q3) _____ involves development programs, courses, and events that are developed and organized by the company.
A)Tacit knowledge
B)Formal training
C)Transfer of trainings
D)Implicit learning
E)On-the-job knowledge
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Chapter 8: Performance Management
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Sample Questions
Q1) Which of the following is a comparative approach to ranking that consists of a manager looking at a list of employees, deciding who the best employee is, and crossing that person's name off the list?
A)Simple ranking
B)Alternation ranking
C)Reverse ranking
D)Elimination by aspect
E)Forced distribution
Q2) Which of the following rater errors is based on stereotypes the rater has about how individuals with certain characteristics are expected to perform?
A)Horns
B)Similar to me
C)Halo
D)Contrast
E)Central tendency
Q3) Managers are the most frequently used source of performance information. Explain this statement.
Q4) What is upward feedback?
Q5) Discuss the strategic purposes of performance management.
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Chapter 9: Employee Development
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Q1) Which of the following is true of a protean career?
A)It focuses primarily on external rewards offered by an organization.
B)Managers play the central role in guiding employees with protean careers.
C)Psychological success plays a small role in protean careers.
D)It is based on employees' self-direction.
E)It has very little implication on employee development.
Q2) Which of the following is true of job rotations?
A)A long-term perspective may be created of problems and solutions.
B)Productivity losses may be experienced by the department that is gaining an employee.
C)Frequent rotation may result in employee satisfaction and motivation.
D)Employees develop functional specialties when they are rotated frequently.
E)Employees who are rotated frequently receive more challenging assignments.
Q3) _____ involves collecting information and providing feedback to employees about their behavior, communication style, or skills.
A)Assessment
B)Job specification
C)Job description
D)Negotiation
E)Reimbursement
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Chapter 10: Employee Separation and Retention
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Sample Questions
Q1) _____ interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems.
A)Technical
B)Retaining
C)Exit
D)Mock
E)Screening
Q2) The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called _____.
A)job satisfaction
B)organizational enlargement
C)organizational commitment
D)job engagement
E)job involvement
Q3) The perception and reaction of an organization's own employees to working conditions has implications for competitive advantage.
A)True
B)False
Q4) Explain job withdrawal and its three levels of progression.
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Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) Which of the following is true of nonkey jobs?
A)They have stable content.
B)They can be used in pay surveys.
C)They can be valued directly.
D)They can be compared through market survey.
E)They are unique to organizations.
Q2) Which of the following is the primary focus of the Title VII of the Civil Rights Act?
A)It makes it mandatory for firms to give women maternity leave.
B)It restricts the setting up of labor unions.
C)It promotes the setting up of labor unions.
D)It supports equal pay for jobs of equal content.
E)It supports equal pay for jobs of equal value.
Q3) Which of the following is true of the pay grade approach to developing a pay structure?
A)It permits greater flexibility in moving employees from job to job.
B)It increases the administrative burden of setting up rates of pay.
C)It has a range spread that is smaller at higher levels.
D)It ensures that all of the jobs have fair rates of pay.
E)It tends to contribute to reduced labor costs.
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Page 13
Chapter 12: Recognizing Employee Contributions With Pay
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Q1) In skill-based pay systems, performance measures are primarily based on _____.
A)supervisor's appraisal
B)individual productivity
C)company profits
D)company stock returns
E)employees' competency acquisition
Q2) Which of the following is a compensation program that would best support an organizational culture of cooperation and problem solving?
A)Fixed pay
B)Merit pay
C)Gainsharing
D)Incentive pay
E)Skill-based pay
Q3) How can executive pay be linked to organization performance?
Q4) Separating the functions of principals and agents is likely to result in:
A)immobility of financial capital.
B)diversification of investment risk.
C)reduction in agency costs.
D)better goal congruence.
E)information symmetry.
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Chapter 13: Employee Benefits
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Sample Questions
Q1) Workers are eligible for unemployment benefits if they:
A)voluntarily quit their job.
B)are out of work due to a labor dispute.
C)were discharged for willful misconduct.
D)have worked for at least one year.
E)are not actively seeking work.
Q2) The Pregnancy Discrimination Act of 1978 requires employers to:
A)offer disability plans with pregnancy-related coverage.
B)treat pregnancy as they would any other disability when they do offer disability plans.
C)provide up to eight weeks of paid leave to the mother upon the birth of a child.
D)provide up to six weeks of unpaid leave to the father upon the birth of a child.
E)bear all the medical expenses related to the birth of their employee's child.
Q3) What potential risks do employers run when they choose to offer a flexible benefit (cafeteria-style)plan?
Q4) Flexible benefit plans are also known as the cafeteria-style plans.
A)True
B)False
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) Which of the following is true of the National Labor Relations Board (NLRB)?
A)It is composed of a nine-member board, the general counsel, and 10 regional offices.
B)Its functions do not include conducting and certifying representation elections.
C)Its jurisdiction is limited to employers whose operations affect commerce generally.
D)In practice, only purely local firms fall within its jurisdiction.
E)It not only responds to requests for actions but also initiates actions.
Q2) At the strategic level, management makes basic choices such as whether to work with its union(s)or to devote its efforts to developing nonunion operations.
A)True
B)False
Q3) Under which of the following acts is a union shop illegal?
A)Landrum-Griffin Act
B)Walsh-Healey Act
C)Smith-Connally Act
D)Taft-Hartley Act
E)Norris-La Guardia Act
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) According to Hofstede, a country's economic health is positively correlated with
A)feminist cultures
B)cultures with no uncertainty avoidance
C)individualist cultures
D)cultures with high power distance
E)collectivist cultures
Q2) _____ are payments that offset the differences in expenditures on day-to-day necessities between a host country and a parent country.
A)Performance incentives
B)Cost-of-living allowances
C)Tax equalization allowances
D)Flexible benefits
E)Education allowances
Q3) Which of the following is a third country of Grazia?
A)Italy
B)France
C)Japan
D)India
E)Spain
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Chapter 16: Strategically Managing the HRM Function
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Sample Questions
Q1) For an HRM function to become truly strategic in its orientation, it must:
A)not view itself as a separate business entity.
B)base its strategies on serving external clients.
C)focus on process-oriented rather than people-oriented concerns.
D)adopt a customer-oriented approach.
E)spend most of its time and efforts on transactional activities.
Q2) Which of the following HRM activities adds the highest strategic value to a firm?
A)Benefits administration
B)Employee service
C)Training and recruitment
D)Knowledge management
E)Record keeping
Q3) The generic structure of HRM functions is likely to result in:
A)functional specialists being distracted by transactional activities.
B)generalists focusing more on maintaining functional specializations.
C)service centers focusing on efficient delivery of basic services across units.
D)nondual reporting relationships among field generalists and HRM/line heads.
E)the responsibility of leveraging information technology shifting to functional specialists.
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