Strategic Human Resource Management
Test Questions
Course Introduction
Strategic Human Resource Management explores the integration of human resource strategies with overall organizational goals to improve performance and maintain a competitive advantage. The course examines key concepts such as workforce planning, talent management, performance measurement, and employee relations from a strategic perspective. Students will analyze the role of HR in shaping organizational culture, driving change, and supporting business objectives through effective policies and practices. Case studies and real-world examples are used to illustrate the alignment of HR functions with corporate strategy, ethical considerations, and global challenges in managing human capital.
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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120 Verified Questions
120 Flashcards
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Sample Questions
Q1) A survey of HR professionals indicated that common ethical misconduct in HR activities included favoritism in hiring and promotion as well as personal bias in performance appraisal and pay increases.
A)True
B)False
Answer: True
Q2) The main pressure behind U.S.firms resulting in facility closings,international outsourcing,and decreasing their labor costs is from
A) intense domestic competition.
B) obsolescence of plant and equipment in the U.S. manufacturing sector.
C) global competition.
D) the growth in information technology.
Answer: C
Q3) Employee self-service in an HRMS means that employees can handle all their interactions with HR electronically without ever needing to interact face-to-face with an HR professional.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategic HR Management and Planning
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Sample Questions
Q1) Despite the increase in global trade,most U.S.-based organizations experience little impact from global competitors or foreign business practices.
A)True
B)False
Answer: False
Q2) ____ occurs when individuals who quit,die or retire are not replaced.
A) Attrition
B) Voluntary separation
C) Workforce depletion
D) A hiring freeze
Answer: A
Q3) A strategic approach to HR requires that organizational HR leaders be included in the decision-making process immediately after the executive team has made major strategic changes.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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140 Flashcards
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Sample Questions
Q1) Under the 1991 Civil Rights Act,employers must show that an individual's race,color,religion,sex,or national origin
A) was not the deciding factor in the employment decision.
B) did not limit that individual's employment options.
C) caused no financial hardship to the individual.
D) played no role in their employment practices.
Answer: D
Q2) When interviewing an individual over 65 for a job,it is legal for the interviewer to inquire about the person's medical history because age is not a disability and thus not protected by the ADA.
A)True
B)False
Answer: False
Q3) An effective way for an organization to pursue affirmative action goals is to take the "blind to differences" approach where differences among people are ignored and everyone is treated equally.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Workers,Jobs,and Job Analysis
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Sample Questions
Q1) Ambrose,the Executive Vice President of HR for an international bank,wishes to identify the factors that are critical to superior performance by commercial loan officers.He should conduct a competency-based job analysis.
A)True
B)False
Q2) A disadvantage for employees who telecommute is that they
A) are less productive than employees who work on-site because of lack of access to company resources.
B) may have lower motivation because they are not physically present at company facilities.
C) are assigned heavier workloads than employees who are directly supervised, so there is a higher level of overwork.
D) are viewed by managers as less committed to their work and the organization.
Q3) ____ are the fundamental duties of a job.
A) Essential job functions
B) Minimum job elements
C) Primary requirements
D) Dominant KSAs
Q4) How does the increasing diversity of the workforce affect HR functions?
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Chapter 5: Human Resource Planning and Retention
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Sample Questions
Q1) As the director of HR for a manufacturer of natural and organic cosmetics,you are weighing the request by one of your HR staff for the company to pay for her to become a Certified Employee Benefits Specialist (CEBS).This will involve paying for educational programs and materials,testing fees,and giving her time off to take the exam.This staff member is in her late 50s and has been with your firm for about fifteen years.Which of the following statements is FALSE?
A) Paying for employee development beyond what is necessary to perform her current job well will be cost-effective, especially if there are advancement opportunities for her in the future.
B) The employee's demographics indicate that she is likely to leave the firm or become less productive in the net few years, so investment in her future development is not cost-effective.
C) Paying for the employee's CEBS preparation will make her more marketable, but not necessarily more likely to leave for another firm.
D) Paying for the employee's CEBS accreditation will probably increase her job satisfaction and influence her to stay with the firm.
Q2) What factors should be considered when estimating the cost of turnover to the organization?
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) The HR Best Practices case regarding hiring of veterinarians at USDA focuses on how the agency was able to increase its recruiting success.All of the following were successful tactics used by the USDA in improving its recruiting EXCEPT
A) giving recruiters a bonus per hire.
B) a monetary hiring incentive for veterinarians joining the USDA.
C) more flexible work scheduling.
D) more telework opportunities.
Q2) Companies facing future shortages of engineers sometimes start their recruiting efforts in high schools.
A)True
B)False
Q3) Why has Internet recruiting become so important? How do employees conduct Internet recruiting? What are the disadvantages of Internet recruiting?
Q4) A long term measure of recruiting effectiveness is to compare the number of past applicants who became successful employees with the number of applicants with whom they competed for hiring.
A)True
B)False
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Chapter 7: Selecting Human Resources
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Sample Questions
Q1) The purpose of a/an ____ is to give applicants an accurate idea of the positive and negative aspects of the job so that they can more accurately evaluate the employment situation.
A) pre-employment job disclosure
B) realistic job preview
C) truth-in-hiring approach
D) job orientation
Q2) It is legal for an employer to check a person's social security number,motor vehicle records and his/her military record when the employer is doing an applicant background check.
A)True
B)False
Q3) In the ____ approach for choosing among applicants,a minimum cutoff score is set on each predictor,and to be considered,each applicant must have at least the minimum score on each predictor.
A) universal predictor
B) compensatory
C) multiple hurdles
D) combined predictors
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Page 9
Chapter 8: Training Human Resources
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Sample Questions
Q1) What is NOT a cost of training that typically should be taken into account when calculating the costs and benefits of a training program?
A) trainer's salary and time
B) hotel and food expenses for trainees if training is off-site
C) opportunity cost of trainees being away from work
D) reduction in morale of employees who were not selected for training
Q2) All of the following are questions that should be answered before training begins EXCEPT
A) Is there a need for training?
B) Will the employees need to be paid more?
C) Who will do the training?
D) How will the knowledge be transferred to the job?
Q3) A growing number of companies have recognized that training and HR development are
A) most effective and efficient when targeted at short-term, measurable outcomes.
B) primarily associated with orienting new employees to the organization and their jobs.
C) integral to competitive business success.
D) generate high ROI when used tactically.
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Chapter 9: Talent Management
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Sample Questions
Q1) A centralized Web site for news,information,course listings,business games,simulations and other training materials is called a/an
A) learning portal.
B) interactive training and development program.
C) online corporate university.
D) e-assessment center.
Q2) Which of the following statements about psychological tests is FALSE? Psychological tests
A) can provide useful data on employee motivation, reasoning ability and job preferences.
B) should only be interpreted by qualified professionals.
C) typically have high validity and are generalizable to many circumstances.
D) can sometimes be faked by the test-taker.
Q3) Why is succession planning important? What key mistakes are often made in succession planning?
Q4) Succession planning focuses both on emergency replacements for critical positions and making sure that other successors will be ready with some development.
A)True
B)False
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) At High Flyer Airlines,managers rate their subordinates on a continuum from 1 to 7.A score of 1 indicates unsatisfactory performance,and a score of 7 indicates superior performance.High Flyer uses a ____ as its performance appraisal method.
A) ranking system
B) checklist
C) multisource appraisal
D) graphic rating scale
Q2) As a vendor providing automated performance appraisal products,you would probably be able to promise purchasers of your system all of the following EXCEPT
A) ease of use compared to manual performance appraisal systems.
B) time savings compared to manual performance appraisal systems.
C) aggregation of performance information.
D) lower total costs compared to manual performance appraisal systems.
Q3) The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.
A)True
B)False
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Chapter 11: Total Rewards and Compensation
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148 Flashcards
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Sample Questions
Q1) Wimsey Enterprises has announced that it will give all employees a 5% merit increase this year.This increase should really be termed a/an
A) cost-of-living adjustment.
B) across-the-board increase.
C) lump-sum increase.
D) market rate alignment.
Q2) The market line is
A) a regression line derived from job evaluation points and the results of the pay survey.
B) calculated from the median point in each of the organization's pay ranges.
C) a line representing the organization's average pay for each job in a job family graphed against the average pay for each job in the pay survey.
D) typically so affected by outliers that it must be adjusted according to the expert judgment of compensation specialists.
Q3) The Equal Pay Act of 1963 was passed to achieve pay equity between men and women.
A)True
B)False
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Chapter 12: Incentive Plans and Executive Compensation
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Sample Questions
Q1) Beverly is a member of a five-person work team.Beverly is conscientious and reliable,but she works the most slowly of the team members.The team is paid a monthly bonus based on its production numbers.If all team members are paid the same size bonus,Beverly will be subject to social pressure to work faster.
A)True
B)False
Q2) Which of the following is an assumption of variable-pay systems?
A) Some jobs contribute more to organizational success than others.
B) Cooperation and teamwork can be enhanced when individuals are rewarded for extra efforts.
C) Equality in pay is a strong motivator of exceptional employee performance.
D) Both good and poor performing employees will perceive a pay system that rewards high performance as satisfying and equitable.
Q3) Which of the following is classified as an individual variable pay plan?
A) Scanlon plan
B) profit-sharing
C) sales commission
D) an ESOP
Q4) Describe the various methods of compensating sales employees.
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) To be eligible for workers' compensation,the worker must A) suffer a work-related injury or illness.
B) have purchased workers' compensation insurance.
C) not be totally or partially responsible for the accident or injury.
D) prove that the accident was caused by employer negligence.
Q2) On average,U.S.workers do not take three of the vacation days to which they are entitled.
A)True
B)False
Q3) To prevent employees from making inappropriate benefits choices in a flexible benefits plan it is recommended that A) the employees be required to select a core set of benefits. B) the HR department counsel employees in wise benefit selection. C) benefit flexibility be tied to employee seniority. D) hourly employees not be offered flexible benefits.
Q4) A critical calculation when deciding whether to outsource benefits administration to a consulting firm is benefits expenditure per full-time equivalent employee.
A)True B)False
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) It is illegal to bar fertile women from jobs that might harm their fetuses if they became pregnant.
A)True
B)False
Q2) Workplace standards are developed through research by A) OSHRC.
B) the FLSA.
C) the CDC and the FDA.
D) NIOSH.
Q3) Most fitness-for-duty test failures are due to A) fatigue, illness and personal problems.
B) illegal drug use.
C) alcohol abuse.
D) use of legal, prescription drugs.
Q4) The main determinant of whether employees will use an EAP is
A) if the EAP is housed on-site so that it is convenient.
B) if the employees are able to take paid work time to visit the EAP.
C) if the employees have confidence in the quality of the EAP's staff and medical personnel.
D) if employees believe their use of the EAP will be confidential.
Page 16
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Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) ____ incorporates a sequence of steps,each becoming more stringent,that are designed to change the employee's inappropriate behavior.
A) Progressive discipline
B) Step-wise punishment
C) Escalating discipline
D) Positive discipline
Q2) Since employee rights based on tradition,they are timeless and unchanging.
A)True
B)False
Q3) Statutory rights of employees are changeable because they are determined by federal,state or local law.
A)True
B)False
Q4) What should be the goal of counseling as a part of the positive discipline process?
A) for the employee to take responsibility for his/her actions
B) to allow the employee to provide mitigating reasons for his/her behavior
C) to avoid law suits by employees on the basis of excessively harsh discipline
D) to heighten employee awareness of organizational policies and rules
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Chapter 16: Union/Management Relations
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Sample Questions
Q1) In many European countries employee wages are set by government negotiations with employers rather than through collective bargaining between unions and management.
A)True
B)False
Q2) After a hard-fought union organizing campaign,which Loamite Brothers lost,the first contract negotiations have begun.Loamite hopes to wear down the union in negotiations and have a contract that is favorable to management.As part of this strategy,Loamite is requiring that the management contract negotiators must leave the negotiating table to come to top management for approval of each and every issue that arises during negotiations.Loamite is
A) engaged in typical collective bargaining behavior.
B) violating the requirement to bargain in good faith.
C) showing willingness to cooperate in the give-and-take of negotiation.
D) implementing power bargaining.
Q3) The purpose of right-to-work laws is to
A) make it illegal to force people to join a union to get or keep a job.
B) promote full-employment in unionized industries.
C) require that all union members have legal visas.
D) prohibit unions from organizing in a particular state.
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