HUMAN RESOURCE MANAGEMENT EXAM 1 QUESTIONS & ANSWERS LATEST UPDATE

HUMAN RESOURCE MANAGEMENT EXAM 1 QUESTIONS & ANSWERS 1. The HR Director of a manufacturing company stated: “Our HR strategy is to stimulate changes on a broad front aimed ultimately competitive advantage through the efforts of our people. In an industry of fast followers, those who learn quickest will be the winners.” This statement describes: General HR strategy 2. HR strategies aim to meet only human needs to the organization. (False) 3. According to the contingency theory, HR aims, polices, strategies, and activities are valid only if they are related to the situation of the one 4. Each HR department employee has a job title of an HR manager (False) 5. In accordance with the Harvard model, what is the characteristic HRM feature? Line managers accept more responsibility for ensuring the alignment of competitive strategy and HR policies 6. HRM has a strong theoretical base that comes only from theories of motivation and commitment (False) 7. The effectiveness of an HR department is impossible to assess. (False) 8. Hard view of HRM puts an emphasis on statistical and quantitative sides of business. (True) 9. Which of the following is not characteristic of an European model of HRM? huge role of social responsibility temporarily learning participation in decision making dialogue between social partners 10. HRM is impacted by Both, Internal and external, forces 11. A general HR strategy focuses on employee decision making, power, access to information, training and incentives so that employees could understand and control their work. This strategy is known as High-commitment management 12. An effective HR strategy should All of the above (Be evidence-based, Be turned into actionable programs, Be founded on detailed analysis) 13. The HR function is typically not expected to engage in innovation. (False) 14. Alice is a newly promoted store manager of a large shoe retail chain. On her third day of work she received an email from the corporate HR department. The email reminded her that she had to assign mentors to three new store employees. Alice was convinced that her responsibilities did not include providing support to new employees. She believed such support was necessary but thought that it was a responsibility of the HR department. Convinced that she received this email by mistake, she ignored the email. What do you think of Alice’s decision? She is incorrect. She should have responded and asked for an explanation 15. Some believe that HRM is about delivering services and advice to the organization. True 16. A strong emphasis on various measures of productivity, quality, levels of customer service is a key characteristic of Engagement None of the above High-commitment management High-performance management Strategic HRM 17. Hard view of HRM does not place much emphasis on employee needs. (True) 18. According to the asset or resource based view of HRM, organizations change and/or renew themselves through human capital 19. Strategic HRM refers to An approach that defines how the organization's goals will be achieved through people by means of HR strategies and integrated HR policies and practice 20. The main areas of HR activities, such as resourcing, learning and development, reward and employee relations, represent Transactional activities 21. HRM is partly based on assumptions and beliefs. False True 22. From the perspective of the soft view of HRM, workforce is resource that can be hired, used, and dispensed without considering their feelings. (False) 23. How people are managed in a company depends only on "hard” evidence, such as statistical forecasts, HR analytics, established effective practices, or benchmarking and not on the company leaders’ beliefs and assumptions about people. (False) 24. According to the contingency theory. HR alms, policies, strategies, and activities are valid only If they are related to the situation of the organization 25. The practice of referring to people as resources has often been criticized because The term "human resources' devalues people and reduces them to the same category as materials, money, and technology - all resources 26. Each company develops its own unique approach to managing people. False True 27. Which of the following is not a basic assumption of fit or matching approach to strategic HRM? The flow of human capital through the firm -the movement of people and of knowledge. The human capital pool is comprised of the stock of employee knowledge, skills, motivation, and behaviors. Organizations change and/or renew themselves through its human capital. All of the above 28. According to Jack Welch (video), HR must sit on every meeting and be involved in every part of the business process. (True) 29. Line managers’ involvement in HR processes and activities is crucial because they allow employee concerns to be raised and discussed, coach, guide, and recognize performance, and implement HR policies 30. Which theory states that HRM practices are dependent on the organization’s environment and circumstances? Contingency theory 31. All companies adopt the same model of HRM. (False) 32. Term HRM has been used since 1980s 33. Line managers are not typically involved in HRM activities and processes. (False) 34. Soft view of HRM suggests investments in continuous learning and development of employees. (True) 35. What is the main role of an HR function? To create an environment that enhances engagement by enabling people to make the best use of their capacities and contributing to the achievement of sustained competitive advantage To supply the company with necessary well-qualified work force To deliver the CEO's view on companies’ business plans and strategies to the all levels and lines of stuff To make both employees and employers happier 36. Which of the following is not an objective of strategic HRM? Contribution to the formulation of business strategy by drawing attention to ways in which the business can capitalize on the advantages provided by the strengths of its human resources The vertical alignment of HR strategies with business strategies and the horizontal integration of HR strategies The retention and development of quality staff Procuring a sense of direction in an often changing environment to provide development for both the business needs of the organization and the Individual and the collective needs of its employees 37. A general HR strategy targets employee behavior so that its primarily self-regulated rather than controlled by sanctions and pressures external to the individual and relations within the organization so that they are based on high levels of trust. This strategy is known as High-commitment management 38. Term "HRM” was introduced in the 2000s. False 39. Which of the following cannot be attributed to HRM goals? Identification of low-performing employees to quickly dismiss them from the company Support to the enterprise in achieving its objectives by developing and implementing appropriate strategies Creation of a productive and friendly relationship between management and employees Encouragement the application of an ethical approach to people management 40. HRM could be understood as the effective selection and utilization of employees to best achieve the goals and strategies of the organization, as well as the goals and needs of the employees. 41. Meaningful work is not related to engagement. False True 42. Motivation theory can explain what makes people tick at work. 43. Key policy and practice factors that influence levels of commitment include: Satisfied with career opportunities Find their work challenging None of the above Received training last year All of the above 44. Organizations may evolve organically without any conscious attempt to design them. False True 45. Instrumentality theory states in effect that rewards and punishments are the best instruments with which to shape behaviour. True 46. Engagement is job-oriented. False True 47. Work could be described as the exertion of effort and the application of knowledge and skills to achieve a purpose. 48. Expectations can be affected by: None of the above Individual characteristics All of the above Leadership behaviour Nature of the task 49. Commitment is the relative strength of the individual’s identification with, and involvement in, a particular organization. 50. Discretionary behavior is best described as one’s expression of talent. False True 51. Hot-desking means that individual desks are shared between several people who use them at different times. False True 52. Walton believed that it is important to develop aim, a state that exists when management and employees are interdependent and both benefit from this interdependency. 53. HR is responsible for creating and implementing mechanisms to help employees channel motivation toward the accomplishment of personal goals. False True 54. Low levels of engagement have been shown to relate to: None of the above Increased employee effort and productivity All of the above Enhanced customer satisfaction and loyalty Increased sales Faster business growth 55. Drivers of employee engagement are: Rewards and recognition None of the above Variety and feedback Fit and opportunities for development Job challenge and autonomy All of the above 56. According to E. Schein, organizational culture is taught to new employees. False True 57. Process-centred organizations tend to focusing too closely on the design of a rigid work system. False True 58. In Alderfer’s theory (ERG) there are three types of needs: Achievement, affiliation, power Existence, relatedness, growth Hygiene, safety, motivating Physiological, safety, esteem None of the above 59. A strong theoretical rationale for engagement was provided by the theory of groupthink. False True 60. Employee commitment could be decreased if a company develops performance management processes that provide for the alignment of organizational and individual objectives. False True 61. Employees with high commitment are likely to be first to leave the company. False True 62. According to W. Kahn, people with low engagement level are always interested in the whole working process and the final result of any particular task. False 63. High-involvement management means treating employees as the owners of the enterprise. False 64. An application for organizational behaviour theory is: All of the above (Learning and development programmes, Employee relations, Reward management, Job design) 65. According to E. Schein, organizational culture is based on a pattern of basic assumptions. True 66. Intrinsic motivation occurs when things are done to or for people in order to motivate them. False 67. Job enrichment means combining previously fragmented tasks into one job. False True 68. Organization structures are frameworks for getting things done. False True 69. Systems of work are the combined processes, methods and techniques used to get work done. False True 70. Work does not involve a degree of obligation or necessity. False True 71. According to W. Kahn, employees are engaged when they have such resource(s) as Mental Physical Psychological All of the above None of the above 72. According to W. Kahn, when people employ and express themselves physically, cognitively, and emotionally during their work performance, they are Committed Engaged None of the above Happy Satisfied 73. Reference group’ consists of the group of people with whom an individual lives False True 74. Organizational behavior is about behavior of individuals and not about behaviors of teams or groups of employees False 75. Generally, discretionary behavior could be of types. None of the above Three Two Five Four 76. Commitment is job-oriented. False True 77. According to E. Schein, organizational culture could be divided into levels. Schein did not suggest levels. 5 4 3 2 78. The term engagement can be used in a specific job-related way to describe what takes place when people are interested in and positive – even excited - about their jobs, exercise discretionary behavior and are motivated to achieve high levels of performance. 79. Work produces or achieves something. False True 80. In his TedxTalks performance, Dan Ariely mainly talked about How to increase employee attendance How to create an HR brand None of above Most successful trends in HR outsourcing How to recruit generation Z employees All of the above 81. The ability to redeploy employees quickly and smoothly between activities and tasks refers to Geographical flexibility Structural flexibility Functional flexibility Financial flexibility Numerical flexibility 82. engagement is the extent to which employees commit to someone or something in their organization, how hard… 83. Organization design is concerned deciding how organizations should be structured. 84. Process theory states that motivation will be high when people know what they have to do in order to get a reward, expect that they will be able to get the reward and expect that the reward will be worthwhile. False True 85. Employees with high commitment have a strong belief in, and acceptance of, the values and goals of the organization. 86. Organic design means that the structure is: Formal Hierarchical Closely controlled None of the above Characterized by distinct functional units 87. Employee commitment could be increased if they feel they have personal control over their work lives. False True 88. Organizational citizenship behaviour means that employees perform their duties well and do not go beyond them. False True 89. ‘Smart working’ means managing the work environment in order to release employees’ energy and drive business performance. False True 90. Generation could be understood as a group of individuals born within the same historical and socio-cultural context, who experience the same formative experiences and develop unifying commonalities as a result. 91. Individual differences of employees should be considered in such HR function(s) as Selection None of the above Training Employee assistance Recruitment All of the above 92. The work environment comprises the design of jobs, working conditions and the ways in which people are treated at work by their managers and co-workers as well as the work system. 93. The process of collecting and studying information relating to the operations and responsibilities of a specific job is known as job evaluation. – False 94. The outcome of an interview as a selection method could be impacted by the skill of being interviewed of the candidate. – True 95. The STAR technique is usually used in - a. Interviewing b. Job analysis c. Training d. Job evaluation e. HRP f. Reference checking g. None of the above 96. Selection follows recruitment – True 97. HRP Is about an analysis of people-related issues that happens in the past – False 98. All candidates should not be allotted the same amount of interview time – False 99. Retraining is high in terms of human suffering – False 100. Short-listing is a step during recruitment process – False 101. Pay reductions are fast in speed and high in human suffering – True 102. Hiring freeze is about a critical evaluation of hiring policies in the company – False 103. The purpose of reference checking is to obtain opinions about personal qualities and attitudes toward work of perspective job candidate from his/her past employer - False 104. What is the main difference between strategic resources and traditional personnel management? a. Finding people whose attitudes and behaviour are likely to fit what management believes to be appropriate and conductive to success b. To make sure that organizations hire only trustful employees c. To develop a firting strategy of people who are not “in managers” own image d. To settle an effective allocation of salary to avoid overpaying and internal conflicts 105. Which of the following is not used to meet the firms need for certain employees? a. Benchmarking b. Recruitment strategies c. Performance management strategies d. Selection strategies e. A talent management strategy 106. Unstructured interviews allow for consistency in the process – False 107. Which of the following is not an element of talent management strategies? a. Retirement planning b. Career management c. Management succession planning d. Talent identification e. None of above 108. HRP is an abbreviation that stands for a. Human Resource planning b. Hiring resource practice c. Human research practice d. Human resource practice e. Human resource problem