MGMT 303 FINAL EXAM QUESTIONS
AND ANSWERS. VERIFIED 2026.
Strategic human resource management - ANS consists of the activities managers perform to
plan for, attract, develop, and retain an effective workforce
job analysis - ANS determining the basic elements of a job by observation and analysis
Strategic Human Resource Management Process: - ANS • Establish the mission & vision
• Establish the grand strategy
• Formulate the strategic plans
• Plan human resources needed
• Recruit & select people
• Orient, train, & develop
• Perform appraisals of people
• Purpose: Get optimal work performance to help realize company's mission & vision
Three Important Concepts of Human Resource Management are: - ANS human capital
knowledge workers
social capital
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
,Human Capital - ANS the economic or productive potential of employee knowledge,
experience, and actions.
Knowledge Workers - ANS someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labor. Add value to the
organization by using their brains rather than muscle and sweat. The U.S no longer has an
advantage in knowledge workers due to globalization, information technology, offshoring of
sophisticated jobs, decrease in math and science skills among young Americans.
Social Capital - ANS the economic or productive potential of strong, trusting, and cooperative
relationships. Includes goodwill, mutual respect, cooperation, trust, and teamwork.
Job Description - ANS summarizes what the holder of the job does and how and why she
does it.
Human Resource Inventory - ANS a report listing your organization's employees by name,
education, training, languages, and other important information.
Internal Recruiting - ANS making people already employed by the organization aware of job
openings. (mainly through job postings, placing info. about job vacancies and qualifications on
bulletin boards, in newsletters, and on the organization's intranet.
External Recruiting - ANS means attracting job applicants from outside the organization.
Internal Recruiting (advantages) - ANS 1. employees tend to be inspired to greater effort and
loyalty. Morale is enhanced because they realize that working hard and staying put can result in
more opportunities
2. the whole process of advertising, interviewing, and so on is cheaper.
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, 3. there are fewer risks, internal. internal candidates are already known and are familiar with
the organization
Internal Recruiting (disadvantages) - ANS 1. internal recruitment restricts the competition for
positions and limits the pool of fresh talent and fresh viewpoints
2. it many encourage employees to assume that longevity and seniority will automatically result
in promotion
3. whenever a job is filled, it creates a vacancy elsewhere in the organization
External Recruiting (advantages) - ANS 1. applicants may have specialized knowledge and
experience
2. applicants may have fresh viewpoints
External Recruiting (disadvantages) - ANS 1. the recruitment process is more expensive and
takes longer
2. the risks are higher because the persons hired are less well known
Selection Process - ANS the screening of job applicants to hire the best candidate.
Interviewing: - ANS Unstructured, Situational, & Behavioral-Description
Unstructured Interview - ANS involves asking probing questions to find out what the
applicant is like.
Structured Interview Type 1: The Situational Interview: - ANS involves asking each applicant
the same questions and comparing their responses to a standardized set of answers.
i. Situational Interview: the interviewer focuses on hypothetical situations.
3 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
AND ANSWERS. VERIFIED 2026.
Strategic human resource management - ANS consists of the activities managers perform to
plan for, attract, develop, and retain an effective workforce
job analysis - ANS determining the basic elements of a job by observation and analysis
Strategic Human Resource Management Process: - ANS • Establish the mission & vision
• Establish the grand strategy
• Formulate the strategic plans
• Plan human resources needed
• Recruit & select people
• Orient, train, & develop
• Perform appraisals of people
• Purpose: Get optimal work performance to help realize company's mission & vision
Three Important Concepts of Human Resource Management are: - ANS human capital
knowledge workers
social capital
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
,Human Capital - ANS the economic or productive potential of employee knowledge,
experience, and actions.
Knowledge Workers - ANS someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labor. Add value to the
organization by using their brains rather than muscle and sweat. The U.S no longer has an
advantage in knowledge workers due to globalization, information technology, offshoring of
sophisticated jobs, decrease in math and science skills among young Americans.
Social Capital - ANS the economic or productive potential of strong, trusting, and cooperative
relationships. Includes goodwill, mutual respect, cooperation, trust, and teamwork.
Job Description - ANS summarizes what the holder of the job does and how and why she
does it.
Human Resource Inventory - ANS a report listing your organization's employees by name,
education, training, languages, and other important information.
Internal Recruiting - ANS making people already employed by the organization aware of job
openings. (mainly through job postings, placing info. about job vacancies and qualifications on
bulletin boards, in newsletters, and on the organization's intranet.
External Recruiting - ANS means attracting job applicants from outside the organization.
Internal Recruiting (advantages) - ANS 1. employees tend to be inspired to greater effort and
loyalty. Morale is enhanced because they realize that working hard and staying put can result in
more opportunities
2. the whole process of advertising, interviewing, and so on is cheaper.
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
, 3. there are fewer risks, internal. internal candidates are already known and are familiar with
the organization
Internal Recruiting (disadvantages) - ANS 1. internal recruitment restricts the competition for
positions and limits the pool of fresh talent and fresh viewpoints
2. it many encourage employees to assume that longevity and seniority will automatically result
in promotion
3. whenever a job is filled, it creates a vacancy elsewhere in the organization
External Recruiting (advantages) - ANS 1. applicants may have specialized knowledge and
experience
2. applicants may have fresh viewpoints
External Recruiting (disadvantages) - ANS 1. the recruitment process is more expensive and
takes longer
2. the risks are higher because the persons hired are less well known
Selection Process - ANS the screening of job applicants to hire the best candidate.
Interviewing: - ANS Unstructured, Situational, & Behavioral-Description
Unstructured Interview - ANS involves asking probing questions to find out what the
applicant is like.
Structured Interview Type 1: The Situational Interview: - ANS involves asking each applicant
the same questions and comparing their responses to a standardized set of answers.
i. Situational Interview: the interviewer focuses on hypothetical situations.
3 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED.
