Page 1 of 76
A FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT – 7TH
EDITION BY GARY DESSLER EXAM LATEST VERSION
QUESTIONS AND ANSWERS 2026 EDITION
A FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT – 7TH EDITION BY GARY
DESSLER – 250 QUESTIONS WITH RATIONALES
SECTION 1: INTRODUCTION & STRATEGIC HUMAN RESOURCE MANAGEMENT
(Questions 1-50)
Chapter 1: Managing Strategic Human Resources Today
1. What is the primary focus of human resource management?
A) Maximizing employee satisfaction at all costs
B) Managing the organization's workforce to achieve strategic objectives
C) Minimizing labor costs regardless of quality
D) Implementing technology without regard to employees
Correct Answer: B
Rationale: Human resource management is the process of acquiring, training,
appraising, and compensating employees while attending to their labor relations, health
and safety, and fairness concerns. The primary goal is to help the organization achieve
its strategic objectives by effectively managing its workforce .
2. Which of the following is NOT a trend influencing human resource management
today?
A) Globalization and increased competition
B) Technological advances and social media
C) Decreasing workforce diversity
D) Changing demographics and workforce composition
Correct Answer: C
, Page 2 of 76
Rationale: Workforce diversity is increasing, not decreasing. Key trends influencing
HRM include globalization, technological changes, the rise of social media, changing
demographics, and the need for evidence-based HR practices . The workforce is
becoming more diverse in terms of age, gender, race, and ethnicity.
3. What is strategic human resource management?
A) A process that focuses only on hiring the right people
B) The process of linking HRM practices to the organization's strategic goals
C) A method of reducing employee benefits
D) A system for processing payroll efficiently
Correct Answer: B
Rationale: Strategic human resource management involves formulating and executing
HR policies and practices that produce the employee competencies and behaviors the
company needs to achieve its strategic aims . It ensures that HRM activities are aligned
with and support the organization's broader mission and strategy.
4. Which of the following represents a key trend that has changed the role of HR
managers?
A) Increased emphasis on transactional paperwork
B) Greater focus on strategic partnership and evidence-based HR
C) Decreased importance of employee engagement
D) Less emphasis on legal compliance
Correct Answer: B
Rationale: HR managers are increasingly expected to be strategic partners who use
data and evidence to make decisions . They must focus on talent management,
employee engagement, and aligning HR practices with organizational strategy, moving
beyond traditional administrative tasks.
5. What is "talent management" as described in the textbook?
A) The process of only hiring top executives
B) A goal-oriented and integrated process of recruiting, developing, and retaining
employees
C) A method for reducing workforce costs
D) A system for outsourcing HR functions
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Correct Answer: B
Rationale: Talent management is a holistic, integrated approach to HRM that involves
planning, recruiting, developing, managing, and compensating employees to achieve
organizational goals . It encompasses the entire employee lifecycle from acquisition to
retention.
6. A company is using HR analytics to predict which employees are most likely to
leave. This practice is an example of:
A) Transactional HR
B) Evidence-based HR
C) Traditional personnel management
D) Administrative HR
Correct Answer: B
Rationale: Using data and analytics to make HR decisions is a hallmark of evidence-
based HR . It moves beyond intuition and helps organizations make informed decisions
about talent management, retention, and performance.
7. The "Jack Nelson's Problem" case study likely illustrates challenges related to:
A) International HRM
B) Strategic alignment of HR practices
C) Employee benefits administration
D) Payroll processing
Correct Answer: B
Rationale: The case incident "Jack Nelson's Problem" is designed to illustrate the
challenges managers face when HR practices are not aligned with strategic goals . It
highlights the importance of viewing HR as a strategic function.
8. The "Carter Cleaning Company" continuing case throughout the textbook is used
to:
A) Provide a single, ongoing example of HR challenges in a small business
B) Illustrate corporate HR practices
C) Discuss international HR issues
D) Analyze government HR regulations
Correct Answer: A
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Rationale: The continuing case serves as a consistent example to apply HR concepts
across chapters . It allows students to see how HR principles apply to a realistic small
business context.
9. According to the textbook, the new HR manager must be able to:
A) Focus solely on administrative tasks
B) Measure their performance and results
C) Avoid using technology
D) Minimize employee involvement
Correct Answer: B
Rationale: The new HR manager must demonstrate the value of HR through
measurable results . This is part of the shift toward evidence-based HR and showing
HR's contribution to the organization's bottom line.
10. Which of the following is an example of an HR metric that demonstrates
strategic value?
A) Number of employees processed by payroll
B) Cost per hire
C) Time spent filing paperwork
D) Number of office supplies ordered
Correct Answer: B
Rationale: Cost per hire is a classic HR metric that demonstrates efficiency and can be
linked to broader talent acquisition strategies . Metrics like this show HR's impact on
the organization's resources.
11. How does globalization affect HRM practices?
A) It has no significant impact
B) It creates the need for managing a more diverse, geographically dispersed workforce
C) It simplifies HRM tasks
D) It eliminates the need for local legal compliance
Correct Answer: B
Rationale: Globalization means HR must manage employees across different countries
and cultures, deal with diverse legal environments, and develop global talent
strategies . This creates complexity in recruitment, compensation, and compliance.
A FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT – 7TH
EDITION BY GARY DESSLER EXAM LATEST VERSION
QUESTIONS AND ANSWERS 2026 EDITION
A FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT – 7TH EDITION BY GARY
DESSLER – 250 QUESTIONS WITH RATIONALES
SECTION 1: INTRODUCTION & STRATEGIC HUMAN RESOURCE MANAGEMENT
(Questions 1-50)
Chapter 1: Managing Strategic Human Resources Today
1. What is the primary focus of human resource management?
A) Maximizing employee satisfaction at all costs
B) Managing the organization's workforce to achieve strategic objectives
C) Minimizing labor costs regardless of quality
D) Implementing technology without regard to employees
Correct Answer: B
Rationale: Human resource management is the process of acquiring, training,
appraising, and compensating employees while attending to their labor relations, health
and safety, and fairness concerns. The primary goal is to help the organization achieve
its strategic objectives by effectively managing its workforce .
2. Which of the following is NOT a trend influencing human resource management
today?
A) Globalization and increased competition
B) Technological advances and social media
C) Decreasing workforce diversity
D) Changing demographics and workforce composition
Correct Answer: C
, Page 2 of 76
Rationale: Workforce diversity is increasing, not decreasing. Key trends influencing
HRM include globalization, technological changes, the rise of social media, changing
demographics, and the need for evidence-based HR practices . The workforce is
becoming more diverse in terms of age, gender, race, and ethnicity.
3. What is strategic human resource management?
A) A process that focuses only on hiring the right people
B) The process of linking HRM practices to the organization's strategic goals
C) A method of reducing employee benefits
D) A system for processing payroll efficiently
Correct Answer: B
Rationale: Strategic human resource management involves formulating and executing
HR policies and practices that produce the employee competencies and behaviors the
company needs to achieve its strategic aims . It ensures that HRM activities are aligned
with and support the organization's broader mission and strategy.
4. Which of the following represents a key trend that has changed the role of HR
managers?
A) Increased emphasis on transactional paperwork
B) Greater focus on strategic partnership and evidence-based HR
C) Decreased importance of employee engagement
D) Less emphasis on legal compliance
Correct Answer: B
Rationale: HR managers are increasingly expected to be strategic partners who use
data and evidence to make decisions . They must focus on talent management,
employee engagement, and aligning HR practices with organizational strategy, moving
beyond traditional administrative tasks.
5. What is "talent management" as described in the textbook?
A) The process of only hiring top executives
B) A goal-oriented and integrated process of recruiting, developing, and retaining
employees
C) A method for reducing workforce costs
D) A system for outsourcing HR functions
, Page 3 of 76
Correct Answer: B
Rationale: Talent management is a holistic, integrated approach to HRM that involves
planning, recruiting, developing, managing, and compensating employees to achieve
organizational goals . It encompasses the entire employee lifecycle from acquisition to
retention.
6. A company is using HR analytics to predict which employees are most likely to
leave. This practice is an example of:
A) Transactional HR
B) Evidence-based HR
C) Traditional personnel management
D) Administrative HR
Correct Answer: B
Rationale: Using data and analytics to make HR decisions is a hallmark of evidence-
based HR . It moves beyond intuition and helps organizations make informed decisions
about talent management, retention, and performance.
7. The "Jack Nelson's Problem" case study likely illustrates challenges related to:
A) International HRM
B) Strategic alignment of HR practices
C) Employee benefits administration
D) Payroll processing
Correct Answer: B
Rationale: The case incident "Jack Nelson's Problem" is designed to illustrate the
challenges managers face when HR practices are not aligned with strategic goals . It
highlights the importance of viewing HR as a strategic function.
8. The "Carter Cleaning Company" continuing case throughout the textbook is used
to:
A) Provide a single, ongoing example of HR challenges in a small business
B) Illustrate corporate HR practices
C) Discuss international HR issues
D) Analyze government HR regulations
Correct Answer: A
, Page 4 of 76
Rationale: The continuing case serves as a consistent example to apply HR concepts
across chapters . It allows students to see how HR principles apply to a realistic small
business context.
9. According to the textbook, the new HR manager must be able to:
A) Focus solely on administrative tasks
B) Measure their performance and results
C) Avoid using technology
D) Minimize employee involvement
Correct Answer: B
Rationale: The new HR manager must demonstrate the value of HR through
measurable results . This is part of the shift toward evidence-based HR and showing
HR's contribution to the organization's bottom line.
10. Which of the following is an example of an HR metric that demonstrates
strategic value?
A) Number of employees processed by payroll
B) Cost per hire
C) Time spent filing paperwork
D) Number of office supplies ordered
Correct Answer: B
Rationale: Cost per hire is a classic HR metric that demonstrates efficiency and can be
linked to broader talent acquisition strategies . Metrics like this show HR's impact on
the organization's resources.
11. How does globalization affect HRM practices?
A) It has no significant impact
B) It creates the need for managing a more diverse, geographically dispersed workforce
C) It simplifies HRM tasks
D) It eliminates the need for local legal compliance
Correct Answer: B
Rationale: Globalization means HR must manage employees across different countries
and cultures, deal with diverse legal environments, and develop global talent
strategies . This creates complexity in recruitment, compensation, and compliance.
