Human Resource Management – Exam Q&A with Step-by-Step Answers Page 1
Human Resource Management – Exam Q&A with
Step-by-Step Answers
Introduction
This 2025 study guide offers a comprehensive Q&A resource with 40 realistic, high-yield ques-
tions (20 multiple-choice, 15 short-answer, 5 scenario-based), covering strategic HR, talent
management, diversity, analytics, and 2025 trends like AI, ESG, and the gig economy. It pro-
vides verified answers, step-by-step explanations, and exam tips for top performance, optimized
for Stuvia and thorough exam preparation.
Exam Q&A with Step-by-Step Answers
1. Multiple Choice: What is the main focus of strategic HRM in 2025? [2 marks]
A. Standardize HR procedures
B. Drive organizational performance
C. Limit workforce flexibility
D. Reduce talent development
Correct Answer: B – Drive organizational performance
Step-by-Step Explanation: First, identify the question’s focus: strategic HRM’s role in
2025. Strategic HRM aligns HR with business goals to enhance performance, mak-
ing B the likely answer. Option A (standardize procedures) is tactical, not strategic; C
(limit flexibility) contradicts modern HR trends; D (reduce development) opposes talent-
focused strategies. B aligns with Ulrich’s HR business partner model, emphasizing per-
formance.
Helpful Tip: Focus on “performance” or “business goals” for SHRM questions. Elimi-
nate distractors like “limit” or “reduce” by linking to strategic outcomes.
Marking: 2 for B; 0 otherwise.
2. Multiple Choice: Which U.S. law protects against gender discrimination? [2 marks]
A. Title VII of the Civil Rights Act
B. Occupational Safety and Health Act
C. Age Discrimination in Employment Act
D. Fair Labor Standards Act
Correct Answer: A – Title VII of the Civil Rights Act
Step-by-Step Explanation: The question asks for the U.S. law addressing gender discrimi-
nation. Title VII prohibits discrimination based on gender, race, and other factors, making
A correct. OSHA (B) focuses on safety; ADEA (C) addresses age; FLSA (D) regulates
wages. A is verified by its broad anti-discrimination scope, per 2025 labor standards.
Helpful Tip: Link “gender discrimination” to Title VII. Eliminate safety or wage-focused
distractors by focusing on discrimination laws.
Marking: 2 for A; 0 otherwise.
3. Multiple Choice: What motivates per Locke’s Goal-Setting Theory? [2 marks]
A. Uniform reward systems
B. Specific, challenging goals
, Human Resource Management – Exam Q&A with Step-by-Step Answers Page 2
C. Strict task supervision
D. Generic performance metrics
Correct Answer: B – Specific, challenging goals
Step-by-Step Explanation: Locke’s Goal-Setting Theory emphasizes motivation through
specific, challenging goals. Option B directly reflects this principle. Uniform rewards
(A) don’t address goal specificity; strict supervision (C) is unrelated; generic metrics (D)
lack challenge. B is correct, as goals drive motivation per Locke’s framework.
Helpful Tip: Spot “specific” or “challenging” for Locke’s theory. Eliminate “uniform” or
“generic” distractors by focusing on goal-setting.
Marking: 2 for B; 0 otherwise.
4. Multiple Choice: What is a benefit of behavioral interviews? [2 marks]
A. Increased subjective bias
B. Evidence-based candidate insights
C. Reduced role alignment
D. Informal evaluation methods
Correct Answer: B – Evidence-based candidate insights
Step-by-Step Explanation: Behavioral interviews assess past behavior to predict perfor-
mance, offering evidence-based insights (B). Subjective bias (A) is reduced by structured
questions; reduced alignment (C) contradicts their purpose; informal methods (D) don’t
apply. B is correct, aligning with evidence-based recruitment principles.
Helpful Tip: Link “evidence-based” to behavioral interviews. Eliminate “bias” or “infor-
mal” distractors by focusing on structured assessment.
Marking: 2 for B; 0 otherwise.
5. Multiple Choice: What defines 2025 employee engagement strategies? [2 marks]
A. Top-down directive approaches
B. Employee-centric initiatives
C. Limited feedback channels
D. Generic reward programs
Correct Answer: B – Employee-centric initiatives
Step-by-Step Explanation: In 2025, engagement strategies prioritize employee-centric
initiatives (B) to foster motivation. Top-down directives (A) reduce autonomy; limited
feedback (C) hinders engagement; generic rewards (D) lack personalization. B aligns
with modern HR trends like self-determination theory.
Helpful Tip: Focus on “employee-centric” for 2025 engagement. Eliminate “limited” or
“generic” distractors by linking to motivation.
Marking: 2 for B; 0 otherwise.
6. Multiple Choice: What is a goal of 2025 DEI programs? [2 marks]
A. Reinforce workplace silos
B. Foster inclusive environments
C. Limit diverse hiring
D. Reduce equitable policies
Correct Answer: B – Foster inclusive environments
Step-by-Step Explanation: DEI programs in 2025 aim to foster inclusive environments (B)
to promote equity. Reinforcing silos (A) opposes inclusion; limiting hiring (C) contradicts
diversity; reducing policies (D) undermines equity. B is correct, reflecting social identity
Human Resource Management – Exam Q&A with
Step-by-Step Answers
Introduction
This 2025 study guide offers a comprehensive Q&A resource with 40 realistic, high-yield ques-
tions (20 multiple-choice, 15 short-answer, 5 scenario-based), covering strategic HR, talent
management, diversity, analytics, and 2025 trends like AI, ESG, and the gig economy. It pro-
vides verified answers, step-by-step explanations, and exam tips for top performance, optimized
for Stuvia and thorough exam preparation.
Exam Q&A with Step-by-Step Answers
1. Multiple Choice: What is the main focus of strategic HRM in 2025? [2 marks]
A. Standardize HR procedures
B. Drive organizational performance
C. Limit workforce flexibility
D. Reduce talent development
Correct Answer: B – Drive organizational performance
Step-by-Step Explanation: First, identify the question’s focus: strategic HRM’s role in
2025. Strategic HRM aligns HR with business goals to enhance performance, mak-
ing B the likely answer. Option A (standardize procedures) is tactical, not strategic; C
(limit flexibility) contradicts modern HR trends; D (reduce development) opposes talent-
focused strategies. B aligns with Ulrich’s HR business partner model, emphasizing per-
formance.
Helpful Tip: Focus on “performance” or “business goals” for SHRM questions. Elimi-
nate distractors like “limit” or “reduce” by linking to strategic outcomes.
Marking: 2 for B; 0 otherwise.
2. Multiple Choice: Which U.S. law protects against gender discrimination? [2 marks]
A. Title VII of the Civil Rights Act
B. Occupational Safety and Health Act
C. Age Discrimination in Employment Act
D. Fair Labor Standards Act
Correct Answer: A – Title VII of the Civil Rights Act
Step-by-Step Explanation: The question asks for the U.S. law addressing gender discrimi-
nation. Title VII prohibits discrimination based on gender, race, and other factors, making
A correct. OSHA (B) focuses on safety; ADEA (C) addresses age; FLSA (D) regulates
wages. A is verified by its broad anti-discrimination scope, per 2025 labor standards.
Helpful Tip: Link “gender discrimination” to Title VII. Eliminate safety or wage-focused
distractors by focusing on discrimination laws.
Marking: 2 for A; 0 otherwise.
3. Multiple Choice: What motivates per Locke’s Goal-Setting Theory? [2 marks]
A. Uniform reward systems
B. Specific, challenging goals
, Human Resource Management – Exam Q&A with Step-by-Step Answers Page 2
C. Strict task supervision
D. Generic performance metrics
Correct Answer: B – Specific, challenging goals
Step-by-Step Explanation: Locke’s Goal-Setting Theory emphasizes motivation through
specific, challenging goals. Option B directly reflects this principle. Uniform rewards
(A) don’t address goal specificity; strict supervision (C) is unrelated; generic metrics (D)
lack challenge. B is correct, as goals drive motivation per Locke’s framework.
Helpful Tip: Spot “specific” or “challenging” for Locke’s theory. Eliminate “uniform” or
“generic” distractors by focusing on goal-setting.
Marking: 2 for B; 0 otherwise.
4. Multiple Choice: What is a benefit of behavioral interviews? [2 marks]
A. Increased subjective bias
B. Evidence-based candidate insights
C. Reduced role alignment
D. Informal evaluation methods
Correct Answer: B – Evidence-based candidate insights
Step-by-Step Explanation: Behavioral interviews assess past behavior to predict perfor-
mance, offering evidence-based insights (B). Subjective bias (A) is reduced by structured
questions; reduced alignment (C) contradicts their purpose; informal methods (D) don’t
apply. B is correct, aligning with evidence-based recruitment principles.
Helpful Tip: Link “evidence-based” to behavioral interviews. Eliminate “bias” or “infor-
mal” distractors by focusing on structured assessment.
Marking: 2 for B; 0 otherwise.
5. Multiple Choice: What defines 2025 employee engagement strategies? [2 marks]
A. Top-down directive approaches
B. Employee-centric initiatives
C. Limited feedback channels
D. Generic reward programs
Correct Answer: B – Employee-centric initiatives
Step-by-Step Explanation: In 2025, engagement strategies prioritize employee-centric
initiatives (B) to foster motivation. Top-down directives (A) reduce autonomy; limited
feedback (C) hinders engagement; generic rewards (D) lack personalization. B aligns
with modern HR trends like self-determination theory.
Helpful Tip: Focus on “employee-centric” for 2025 engagement. Eliminate “limited” or
“generic” distractors by linking to motivation.
Marking: 2 for B; 0 otherwise.
6. Multiple Choice: What is a goal of 2025 DEI programs? [2 marks]
A. Reinforce workplace silos
B. Foster inclusive environments
C. Limit diverse hiring
D. Reduce equitable policies
Correct Answer: B – Foster inclusive environments
Step-by-Step Explanation: DEI programs in 2025 aim to foster inclusive environments (B)
to promote equity. Reinforcing silos (A) opposes inclusion; limiting hiring (C) contradicts
diversity; reducing policies (D) undermines equity. B is correct, reflecting social identity
