HRM Q&A – Complete Exam Questions and Solutions Page 1
HRM Q&A – Complete Exam Questions and Solutions
Introduction
This 2025 study guide provides a comprehensive Q&A resource with 40 realistic, high-yield
questions (20 multiple-choice, 15 short-answer, 5 scenario-based), covering strategic HR, tal-
ent management, diversity, analytics, and 2025 trends like AI, ESG, and the gig economy. It
includes verified answers, detailed solutions, and exam tips to achieve top results, optimized for
Stuvia and thorough exam preparation.
Complete Exam Questions and Solutions
1. Multiple Choice: What is a core function of strategic HRM in 2025? [2 marks]
A. Enforce operational compliance
B. Align HR with business goals
C. Restrict workforce innovation
D. Minimize talent investment
Correct Answer: B – Align HR with business goals
Detailed Solution: Step 1: Identify the focus—strategic HRM’s role in 2025. Step 2:
Strategic HRM integrates HR with business objectives to drive success, making B correct.
Step 3: Distractors—compliance (A) is tactical; restricting innovation (C) or minimizing
investment (D) opposes strategic goals. Step 4: B aligns with Ulrich’s HR business part-
ner model, verified for 2025.
Helpful Tip: Focus on “business goals” for SHRM. Eliminate “restrict” or “minimize”
distractors by linking to strategy.
Marking: 2 for B; 0 otherwise.
2. Multiple Choice: Which U.S. law mandates equal pay for equal work? [2 marks]
A. Equal Pay Act (EPA)
B. Title VII of the Civil Rights Act
C. Americans with Disabilities Act
D. Fair Labor Standards Act
Correct Answer: A – Equal Pay Act (EPA)
Detailed Solution: Step 1: The question targets equal pay legislation. Step 2: The EPA
mandates equal pay for equal work, making A correct. Step 3: Title VII (B) addresses
broader discrimination; ADA (C) focuses on disabilities; FLSA (D) regulates wages, not
equity. Step 4: A is verified by its focus on pay equity, per 2025 standards.
Helpful Tip: Link “equal pay” to EPA. Eliminate discrimination or wage distractors by
focusing on pay equity.
Marking: 2 for A; 0 otherwise.
3. Multiple Choice: What motivates per Herzberg’s Two-Factor Theory? [2 marks]
A. Fixed salary structures
B. Recognition and growth
C. Strict policy enforcement
D. Routine task assignments
, HRM Q&A – Complete Exam Questions and Solutions Page 2
Correct Answer: B – Recognition and growth
Detailed Solution: Step 1: Herzberg’s theory splits motivators and hygiene factors. Step
2: Recognition and growth (B) are motivators, driving satisfaction. Step 3: Fixed salaries
(A) are hygiene factors; strict enforcement (C) or routine tasks (D) demotivate. Step 4: B
aligns with Herzberg’s framework, verified for motivation.
Helpful Tip: Spot “recognition” for Herzberg’s motivators. Eliminate “fixed” or “strict”
distractors by focusing on growth.
Marking: 2 for B; 0 otherwise.
4. Multiple Choice: What is a benefit of competency-based hiring in 2025? [2 marks]
A. Increased hiring bias
B. Role-specific skill alignment
C. Reduced candidate fit
D. Informal assessment tools
Correct Answer: B – Role-specific skill alignment
Detailed Solution: Step 1: Competency-based hiring focuses on job-specific skills. Step
2: Role-specific skill alignment (B) ensures candidate fit. Step 3: Increased bias (A) or
reduced fit (C) contradicts its purpose; informal tools (D) don’t apply. Step 4: B aligns
with evidence-based recruitment, verified for 2025.
Helpful Tip: Link “skill alignment” to competency-based hiring. Eliminate “bias” or
“informal” distractors by focusing on fit.
Marking: 2 for B; 0 otherwise.
5. Multiple Choice: What characterizes 2025 performance management? [2 marks]
A. Annual appraisal cycles
B. Real-time feedback systems
C. Generic goal-setting
D. Limited employee input
Correct Answer: B – Real-time feedback systems
Detailed Solution: Step 1: 2025 performance management emphasizes agility. Step 2:
Real-time feedback systems (B) enable continuous improvement. Step 3: Annual cycles
(A) are outdated; generic goals (C) lack specificity; limited input (D) reduces engagement.
Step 4: B aligns with agile HR principles, verified for 2025.
Helpful Tip: Focus on “real-time” for 2025 performance. Eliminate “annual” or “limited”
distractors by linking to agility.
Marking: 2 for B; 0 otherwise.
6. Multiple Choice: What is a key aim of 2025 inclusion initiatives? [2 marks]
A. Promote workplace segregation
B. Build equitable cultures
C. Limit diverse perspectives
D. Reduce belonging efforts
Correct Answer: B – Build equitable cultures
Detailed Solution: Step 1: Inclusion initiatives focus on fairness. Step 2: Building equi-
table cultures (B) fosters belonging. Step 3: Segregation (A) or limiting perspectives (C)
opposes inclusion; reducing efforts (D) undermines goals. Step 4: B aligns with social
identity theory, verified for 2025.
Helpful Tip: Link “equitable” to inclusion. Eliminate “segregation” or “limit” distractors
HRM Q&A – Complete Exam Questions and Solutions
Introduction
This 2025 study guide provides a comprehensive Q&A resource with 40 realistic, high-yield
questions (20 multiple-choice, 15 short-answer, 5 scenario-based), covering strategic HR, tal-
ent management, diversity, analytics, and 2025 trends like AI, ESG, and the gig economy. It
includes verified answers, detailed solutions, and exam tips to achieve top results, optimized for
Stuvia and thorough exam preparation.
Complete Exam Questions and Solutions
1. Multiple Choice: What is a core function of strategic HRM in 2025? [2 marks]
A. Enforce operational compliance
B. Align HR with business goals
C. Restrict workforce innovation
D. Minimize talent investment
Correct Answer: B – Align HR with business goals
Detailed Solution: Step 1: Identify the focus—strategic HRM’s role in 2025. Step 2:
Strategic HRM integrates HR with business objectives to drive success, making B correct.
Step 3: Distractors—compliance (A) is tactical; restricting innovation (C) or minimizing
investment (D) opposes strategic goals. Step 4: B aligns with Ulrich’s HR business part-
ner model, verified for 2025.
Helpful Tip: Focus on “business goals” for SHRM. Eliminate “restrict” or “minimize”
distractors by linking to strategy.
Marking: 2 for B; 0 otherwise.
2. Multiple Choice: Which U.S. law mandates equal pay for equal work? [2 marks]
A. Equal Pay Act (EPA)
B. Title VII of the Civil Rights Act
C. Americans with Disabilities Act
D. Fair Labor Standards Act
Correct Answer: A – Equal Pay Act (EPA)
Detailed Solution: Step 1: The question targets equal pay legislation. Step 2: The EPA
mandates equal pay for equal work, making A correct. Step 3: Title VII (B) addresses
broader discrimination; ADA (C) focuses on disabilities; FLSA (D) regulates wages, not
equity. Step 4: A is verified by its focus on pay equity, per 2025 standards.
Helpful Tip: Link “equal pay” to EPA. Eliminate discrimination or wage distractors by
focusing on pay equity.
Marking: 2 for A; 0 otherwise.
3. Multiple Choice: What motivates per Herzberg’s Two-Factor Theory? [2 marks]
A. Fixed salary structures
B. Recognition and growth
C. Strict policy enforcement
D. Routine task assignments
, HRM Q&A – Complete Exam Questions and Solutions Page 2
Correct Answer: B – Recognition and growth
Detailed Solution: Step 1: Herzberg’s theory splits motivators and hygiene factors. Step
2: Recognition and growth (B) are motivators, driving satisfaction. Step 3: Fixed salaries
(A) are hygiene factors; strict enforcement (C) or routine tasks (D) demotivate. Step 4: B
aligns with Herzberg’s framework, verified for motivation.
Helpful Tip: Spot “recognition” for Herzberg’s motivators. Eliminate “fixed” or “strict”
distractors by focusing on growth.
Marking: 2 for B; 0 otherwise.
4. Multiple Choice: What is a benefit of competency-based hiring in 2025? [2 marks]
A. Increased hiring bias
B. Role-specific skill alignment
C. Reduced candidate fit
D. Informal assessment tools
Correct Answer: B – Role-specific skill alignment
Detailed Solution: Step 1: Competency-based hiring focuses on job-specific skills. Step
2: Role-specific skill alignment (B) ensures candidate fit. Step 3: Increased bias (A) or
reduced fit (C) contradicts its purpose; informal tools (D) don’t apply. Step 4: B aligns
with evidence-based recruitment, verified for 2025.
Helpful Tip: Link “skill alignment” to competency-based hiring. Eliminate “bias” or
“informal” distractors by focusing on fit.
Marking: 2 for B; 0 otherwise.
5. Multiple Choice: What characterizes 2025 performance management? [2 marks]
A. Annual appraisal cycles
B. Real-time feedback systems
C. Generic goal-setting
D. Limited employee input
Correct Answer: B – Real-time feedback systems
Detailed Solution: Step 1: 2025 performance management emphasizes agility. Step 2:
Real-time feedback systems (B) enable continuous improvement. Step 3: Annual cycles
(A) are outdated; generic goals (C) lack specificity; limited input (D) reduces engagement.
Step 4: B aligns with agile HR principles, verified for 2025.
Helpful Tip: Focus on “real-time” for 2025 performance. Eliminate “annual” or “limited”
distractors by linking to agility.
Marking: 2 for B; 0 otherwise.
6. Multiple Choice: What is a key aim of 2025 inclusion initiatives? [2 marks]
A. Promote workplace segregation
B. Build equitable cultures
C. Limit diverse perspectives
D. Reduce belonging efforts
Correct Answer: B – Build equitable cultures
Detailed Solution: Step 1: Inclusion initiatives focus on fairness. Step 2: Building equi-
table cultures (B) fosters belonging. Step 3: Segregation (A) or limiting perspectives (C)
opposes inclusion; reducing efforts (D) undermines goals. Step 4: B aligns with social
identity theory, verified for 2025.
Helpful Tip: Link “equitable” to inclusion. Eliminate “segregation” or “limit” distractors
