Strategic Human Resource Management
Exam Solutions
Course Introduction
Strategic Human Resource Management (SHRM) explores the integration of human resource policies and practices with the overall strategic objectives of organizations. This course examines how HRM can contribute to organizational performance, competitiveness, and long-term sustainability. Topics include workforce planning, talent acquisition and retention, performance management, employee development, change management, and the alignment of HR systems with business strategy. Students will analyze case studies and real-world scenarios to understand how HR professionals can play a strategic role in driving organizational success, fostering innovation, and supporting ethical and inclusive workplace cultures.
Recommended Textbook
Managing Human Resources 11th Edition by
Susan E. Jackson
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14 Chapters
1053 Verified Questions
1053 Flashcards
Source URL: https://quizplus.com/study-set/1175
Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
Source URL: https://quizplus.com/quiz/23239
Sample Questions
Q1) Discuss why the U.S. workforce is becoming more culturally diverse.
Answer: More and more women are working, resulting in a new gender mix that is nearly balanced instead of being male-dominated. Throughout the twentieth century, immigration patterns also changed, resulting in more cultural diversity. In addition, employees now differ on a wider variety of personal values and lifestyles such as religion, sexual orientation, marital and family status, age, and other unifying life experiences.
Q2) Vijay is one of the leaders in the HR department at his firm. His key roles are:
A) business partner, consultant, innovator, monitor and change manager
B) business partner, educator, consultant, monitor and change manager
C) educator, consultant, business partner, monitor and change manager
D) change manager, business partner, consultant, educator and innovator
E) consultant, educator, innovator, monitor and change manager
Answer: A
Q3) Several studies have shown that the approaches firms take to manage their human resources can increase profitability, annual sales per employee (productivity), market value, and earnings-per-share growth.
A)True
B)False
Answer: True
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Chapter 2: Understanding the External and Organizational Environments
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Reasons for the recent expansion of Chinese firms into the United State include all EXCEPT:
A) U.S. wages levels for manufacturing jobs have declined
B) Rising transportation costs
C) Changing economic conditions in both U.S. and China
D) Strong encouragement by Chinese political leaders
E) Approaching expiration of tax credits offered by U.S. state governments
Answer: E
Q2) A human resource information system (HRIS):
A) is used to gather, analyze, and distribute information about the people in an organization
B) contains information about the organizations' internal and external environments
C) is used to keep current with the needs of the organizations' stakeholders
D) provides information about competitors' HR practices
E) checks to see if environmental practices are in line with federal government regulations
Answer: A
Q3) List the three members of the HR triad.
Answer: Line managers, HR professionals, and all other employees
Page 4
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Chapter 3: Ensuring Fair Treatment and Legal Compliance
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Which of the following statements about the employees' rights to privacy is true?
A) The Bill of Rights guarantees employees in the private-sector the right to privacy.
B) The U.S. Supreme Court has done nothing to protect the privacy of the employee in the private-sector.
C) Privacy legislation gives employees the right to control who gets what information.
D) Administrative laws protect the privacy of private-sector employees from their employers.
E) None of the above statements about the employees' right to privacy is true.
Answer: E
Q2) _____ is the less formal form of alternative dispute resolution (ADR).
A) Mediation
B) Administrative settlement
C) Executive order
D) Arbitration
E) Statutory governance
Answer: A
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Chapter 4: HR Planning for Alignment and Change
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) The abbreviation "FTEs" stands for:
A) Factory trained employees
B) Former technical engineers
C) Future training estimates
D) Full-time technical employees
E) Full-time equivalent employees
Q2) The top executives at a paper manufacturing plant have determined that they should restructure their workforce into self-directed teams. When should they start implementing this organizational change?
A) after all the strategic plans have been developed
B) once all resistance to change has been removed
C) as the executives are developing the strategic plan
D) once the strategy has been evaluated
E) after all legal barriers to change have been removed
Q3) Total quality management relies heavily on incremental change strategies.
A)True
B)False
Q4) What is succession planning?
Q5) List the important elements in the external environment.
Q6) What is the first phase in HR planning for strategic change?
Page 6
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Chapter 5: Using Job Analysis and Competency Modeling
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Which of the following statements about customized task inventories as tools for job analyses is true?
A) Customized task and work behavior inventories rate task or work behavior in terms of energy, time, and physical resource requirements.
B) The development of customized task or work behaviors depends heavily on the cooperation of employees.
C) Only a small sample of the employee population is needed to develop the customized task and work behavior inventory.
D) Customized task and work behavior inventories are difficult to score and analyze.
E) Customized task and work behavior inventories work best in companies in which very few employees perform identical, or nearly identical, jobs.
Q2) A job incumbent is:
A) any one of the people who apply for a job opening
B) any one of the people who are interviewed for a job opening
C) a person who is currently doing a job
D) an employee within a company who is interested in moving to a different job
E) another name for a trainer
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Page 7
Chapter 6: Recruiting and Retaining Qualified Employees
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Employee outcomes that many studies have considered in attempting to determine whether recruiting from different sources-the internal and external labor markets-results in different employee outcomes include all of the following EXCEPT:
A) employee job satisfaction
B) employee performance
C) employee turnover
D) employee loyalty
E) All of the above are outcomes that were considered
Q2) Laron was the bank manager of a small regional bank when his bank was sold to a larger banking institution. After the merger, Laron was moved to one of the larger institution's branch banks in a neighboring community where he also holds the title of bank manager. Which type of internal pool recruitment is this an example of?
Q3) Martin is an effective recruiter because he:
A) received adequate training.
B) spends a great deal of time trying to sell the job to potential employees.
C) makes an effort to understand the jobs being filled.
D) sits in on business meetings.
E) reads up on the industry.
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) Why do some businesses use a panel interview for selecting new employees?
Q2) The most common distortions by applicants in providing background information relate to the length of employment and chronological age.
A)True
B)False
Q3) What two methods are most commonly used for assessing a job candidate's personal history?
Q4) The three approaches commonly used for synthesizing the information gained during the applicant-job match process are the:
A) panel interview, work sample, and content validation
B) structured panel interview, cognitive synopsis, and competency criteria
C) structured approach, unstructured approach, and semi-structured approach
D) multiple hurdles approach, compensatory approach, and combined approach
E) selection committee, content validation, and comparative studies
Q5) Discuss the advantages and disadvantages associated with each of the three selection process strategies used to ascertain whether predictor scores can be used to infer an applicant's behavior on the job.
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Q6) Why are physical examinations no longer part of the pre-offer applicant selection process?
Chapter 8: Training and Developing a Competitive Workforce
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) An off-site training program would be most likely used when:
A) teaching police recruits how to make a felony arrest
B) training an employee to use a floor polisher
C) teaching a new telemarketer how to close the sale
D) training a newly hired Kmart stock clerk
E) teaching an office manager how to enter data in a new computerized database management system
Q2) Which of the following is a type of on-the-job training?
A) assessment centers
B) role playing
C) interactive video training
D) internships
E) programmed instruction
Q3) A job-needs analysis:
A) examines the ethics of each employee in the organization
B) uses information gathered from job analysis and competency modeling
C) includes an assessment of how each employee adds to the organizational culture
D) should be performed after a person-needs analysis
E) is accurately described by all of the above
Page 10
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Chapter 9: Conducting Performance Management
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) When designing a performance appraisal for a purchasing agent, the HR professional should look at:
A) the individual's personal discipline
B) the individual's written and oral skills
C) whether the individual shows organizational citizenship
D) whether the individual has high sales volume
E) all of the above
Q2) Behavioral observation scales:
A) measure how frequently employees engage in certain behaviors
B) are a norm-referenced appraisal format
C) require little time for completion of an appraisal using this format
D) require less training for the rater than most other methods of appraisal
E) are accurately described by all of the above
Q3) Dissatisfaction with _____ led to the development of the behaviorally anchored rating scales.
A) straight ranking
B) forced distribution
C) management by objectives
D) output-based formats
E) graphics rating scales
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Chapter 10: Developing an Approach to Total Compensation
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Local legislative attempts to raise minimum wage levels to a level that reflects actual cost of living in a particular area are called _____ laws.
A) equal pay
B) fair and equitable
C) living wage
D) "homeless worker"
E) comparable worth
Q2) __________________________ includes direct payments such as salary, wages, and bonuses, and indirect payments such as payments to cover benefits and services.
Q3) Under the Fair Labor Standards Act, which of the following is most likely a nonexempt worker?
A) a full-time retail clerk in a liquor store
B) a manager who supervises fifteen employees
C) a petroleum engineer working as an independent contractor
D) a tenured college professor
E) all of the above
Q4) What is the most widely used method for job evaluations?
Q5) What is the simplest job evaluation method?
Q6) What is the most common level of market pay policy? Page 12
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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84 Verified Questions
84 Flashcards
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Sample Questions
Q1) Which of the following is a highly popular indicator used to evaluate the effectiveness of performance-based pay?
A) employee productivity
B) employee retention
C) employee surveys
D) labor costs
E) profits
Q2) When a reward is paid in a lump sum, it seems to have more impact than when it is paid out as small additions to employees' weekly or monthly paychecks.
A)True
B)False
Q3) With incentive pay, there is substantial downside risk for employees and there is less upside potential.
A)True
B)False
Q4) The general pattern is that proportionately less incentive pay is used for employees higher in the hierarchy.
A)True
B)False
Page 14
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Chapter 12: Providing Benefits and Services
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) A employee discount on its own products provided by a firm to its employees is an example of ________________.
A) in-situ co-payments
B) employer contributions
C) exempt compensation
D) employee entitlements
E) employee services
Q2) In setting up vacation programs, employers need to determine all of the following EXCEPT:
A) whether to allow employees to defer vacations
B) what pay rate applies to employees on vacation
C) whether to base vacations on employee productivity or employee tenure
D) whether to allow employees to be paid in lieu of a vacation
E) whether to base vacation on scheduled hours or hours actually worked
Q3) Why are portable benefits more important these days than previously?
Q4) Why do employers provide benefits and services to their employees?
Q5) In the feature Managing Ethics: Ethical Implications of Defined Contribution Plans, what ethical concerns were raised when IBM froze its defined benefit plan and began automatically enrolling employees in a 401(k) plan?
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Chapter 13: Promoting Safety, Health, and Well-Being in the Workplace
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Which of the following statements describes a person who is LEAST likely to be "accident-prone?"
A) Beverly is a very optimistic and trusting person who has a lot of empathy for her co-workers who have problems.
B) Geoffrey is 63 years old and very worried about whether he has enough money for his retirement.
C) Rubina is in the middle of a nasty divorce that has made her quite unhappy.
D) Rashmi does not like to work in close contact with other employees and feels that people in general are not to be trusted.
E) Jackson is a very happy-go-lucky kind of guy who likes to drink a couple of beers with his lunch and have a six-pack or two after work.
Q2) What are the four components of an effective HIV/AIDS prevention programs?
Q3) Why are employees of medium-sized organizations more likely to be involved in an accident than employees of either small or large organizations?
Q4) An employee of Hale Industries has fallen as a result of a water spill. His only injuries were some bruises and a small cut on his hand. Will Hale Industries have to record this accident for OSHA? Briefly explain your answer.
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Chapter 14: Understanding Unionization and Collective Bargaining
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94 Verified Questions
94 Flashcards
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Sample Questions
Q1) What was a negative characteristic of early unions?
Q2) In order for the NLRB to be petitioned for a representation election, union organizers must secure authorization cards from _____ of the company employees who will make up the bargaining unit.
A) 10%
B) 30%
C) 33%
D) 50%
E) 75%
Q3) Which of the following is an example of a mandatory issue to be discussed during a collective bargaining session?
A) number of new hires
B) pricing strategy for new products
C) wage rates
D) product design
E) new product development process
Q4) What are the four major approaches to collective bargaining between unions and management?
Q6) What is the core of union-management relations? Page 17
Q5) What is the first step in the union organization campaign?
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