HRM 2026–2027
Sample Exam Questions
Both sample exams merged, grouped by chapter, with answers and explanations
69 multiple choice questions from sample exam 1 and sample exam 2. Each question is followed by its options,
then a green box with the correct answer and why it is correct, with the theory.
Two parts
Contents
Chapter 1 · HRM: definition and perspectives questions 1–11
Chapter 2 · The development of HRM questions 12–37
Chapter 3 · Recruitment questions 38–51
Chapter 4 · Selection questions 52–54
Chapter 5 · Socialisation questions 55–64
Motivation and performance (outside the Chapter 1–5 notes) questions 65–69
Chapter 1 · HRM: definition and perspectives
1. Galapagos was once the pride of Belgian biotech, known for its potential blockbuster Filgotinib
(Jyseleca) against rheumatoid arthritis. The FDA blocked access to the US market, and the stock fell from
249 euro in 2020 to levels below the cash in the bank. In 2022 Paul Stoffels took over as CEO and made a
strategic turn: 200 workers fired, the Filgotinib business sold to Alfasigma, a new focus on immunology and
oncology. Which approach was primarily applied when the organisation fired specific staff to adapt to the
new oncology focus? (Exam 2 · Q1)
A Positioning approach
B Resource-based approach
C Humanistic perspective
D Interest perspective
Correct answer: A · Positioning approach
Positioning approach (outside-in). The strategy (a new focus on immunology and oncology) was chosen first,
from the market situation. The organisation was then adapted: certain staff types left and a different type
was hired.
A resource-based approach would start from the strengths of the current staff instead. The humanistic and
interest perspectives are perspectives on HRM, not ways to link staff and strategy.
HRM 2026–2027 · Sample exam questions · page 1
,2. UnitedHeads must choose between investing in a social media recruitment programme and a virtual
reality recruitment programme. Both are equally important, but there is money for only one. It opts for
virtual reality because its workers have better technical knowledge of that than of creating nice content for
a Facebook page. This organisation: (Exam 1 · Q40)
A Opts for a resource-based approach
B Opts for a positioning approach
C Opts for both approaches
D Does not opt for either of the two approaches
Correct answer: A · Opts for a resource-based approach
Resource-based approach (inside-out). The choice is driven by what the current workforce can already do
well (technical knowledge), not by what the market or competitors demand.
In the positioning approach the choice would follow the market gap first, and staff would be adapted
afterwards.
3. Which perspective on HRM views the organisation as an "arena" where various groups (like marketing
vs. HR) fight for power and resources? (Exam 2 · Q7)
A Business perspective
B Interest perspective
C Societal perspective
D Humanistic perspective
Correct answer: B · Interest perspective
Interest perspective. The organisation is an arena in which groups compete: marketing versus HR, temporary
versus fixed staff, key personnel versus peripheral workers. Costs and benefits are divided among them.
4. According to the interest perspective, a pay raise for one worker should be viewed by HR as: (Exam 2 ·
Q30)
A A potential source of conflict with other interconnected parts of the organisation
B An isolated event with no impact on others
C A way to improve societal standing
D A purely economic transaction
Correct answer: A · A potential source of conflict with other interconnected parts of the organisation
Interest perspective. The organisation is an aggregate of interconnected parts, so a raise for one worker
affects others. Dividing costs and benefits between groups is a source of conflict.
5. In the case of the sito-stick, workers manually put meat on a stick for fifteen years in a row. This is
actually an indication of the: (Exam 1 · Q8)
A Business perspective
B Socio-psychological perspective
C Interest perspective
D Societal perspective
Correct answer: B · Socio-psychological perspective
Socio-psychological perspective. In the course the sito-stick is the example for this perspective: attention to
social processes, needs and expectations of workers, and possibly a different job design such as job rotation.
The business perspective would let the production process alone determine job design (like the french fries
factory example).
HRM 2026–2027 · Sample exam questions · page 2
, 6. We discussed the AB InBev case, in which it was accused of performative allyship in the media storm
around Dylan Mulvaney. Which element explains that accusation? (Exam 1 · Q12)
A AB InBev apologises for the campaign as soon as the criticism starts to lower the beer sales
B AB InBev sells more beer in the months after the campaign
C AB InBev does not defend Mulvaney against hate campaigns
D AB InBev stresses that it uses a socio-psychological perspective on HR
Correct answer: C · AB InBev does not defend Mulvaney against hate campaigns
Societal perspective used for the wrong reasons. Performative allyship means publicly supporting a cause
but not acting when it matters. AB InBev ran the campaign for sales and then did not defend Mulvaney
against online hate.
It is a business perspective disguised as a societal perspective. AB InBev also did not apologise, and sales
dropped by 30%.
7. Where do we put the role of the change agent in the model by Dave Ulrich? (Exam 1 · Q20)
A At the side of strategic focus and people
B At the side of strategic focus and processes
C At the side of operational focus and people
D At the side of operational focus and processes
Correct answer: A · At the side of strategic focus and people
Ulrich model. The axes are strategic versus operational focus and processes versus people. The change agent
(organising, tactical HRM) sits at strategic focus and people: it puts strategic plans into practice with the
workforce.
Strategic partner = strategic + processes. Employee champion = operational + people. Administrative expert =
operational + processes.
8. A cleaning lady paid by the hour could work slowly to earn more. When we nevertheless assume she has
a personal code (work ethic) and will do her job correctly without us controlling her, we think from the
perspective of: (Exam 1 · Q21)
A Agency theory
B Goal setting theory
C Source credibility theory
D Stewardship theory
Correct answer: D · Stewardship theory
Stewardship theory. The agent integrates the principal's utility function, so trust and work ethic replace
control.
Agency theory assumes conflicting objectives (the cleaner who earns more by working slowly) and therefore
requires control.
HRM 2026–2027 · Sample exam questions · page 3
Sample Exam Questions
Both sample exams merged, grouped by chapter, with answers and explanations
69 multiple choice questions from sample exam 1 and sample exam 2. Each question is followed by its options,
then a green box with the correct answer and why it is correct, with the theory.
Two parts
Contents
Chapter 1 · HRM: definition and perspectives questions 1–11
Chapter 2 · The development of HRM questions 12–37
Chapter 3 · Recruitment questions 38–51
Chapter 4 · Selection questions 52–54
Chapter 5 · Socialisation questions 55–64
Motivation and performance (outside the Chapter 1–5 notes) questions 65–69
Chapter 1 · HRM: definition and perspectives
1. Galapagos was once the pride of Belgian biotech, known for its potential blockbuster Filgotinib
(Jyseleca) against rheumatoid arthritis. The FDA blocked access to the US market, and the stock fell from
249 euro in 2020 to levels below the cash in the bank. In 2022 Paul Stoffels took over as CEO and made a
strategic turn: 200 workers fired, the Filgotinib business sold to Alfasigma, a new focus on immunology and
oncology. Which approach was primarily applied when the organisation fired specific staff to adapt to the
new oncology focus? (Exam 2 · Q1)
A Positioning approach
B Resource-based approach
C Humanistic perspective
D Interest perspective
Correct answer: A · Positioning approach
Positioning approach (outside-in). The strategy (a new focus on immunology and oncology) was chosen first,
from the market situation. The organisation was then adapted: certain staff types left and a different type
was hired.
A resource-based approach would start from the strengths of the current staff instead. The humanistic and
interest perspectives are perspectives on HRM, not ways to link staff and strategy.
HRM 2026–2027 · Sample exam questions · page 1
,2. UnitedHeads must choose between investing in a social media recruitment programme and a virtual
reality recruitment programme. Both are equally important, but there is money for only one. It opts for
virtual reality because its workers have better technical knowledge of that than of creating nice content for
a Facebook page. This organisation: (Exam 1 · Q40)
A Opts for a resource-based approach
B Opts for a positioning approach
C Opts for both approaches
D Does not opt for either of the two approaches
Correct answer: A · Opts for a resource-based approach
Resource-based approach (inside-out). The choice is driven by what the current workforce can already do
well (technical knowledge), not by what the market or competitors demand.
In the positioning approach the choice would follow the market gap first, and staff would be adapted
afterwards.
3. Which perspective on HRM views the organisation as an "arena" where various groups (like marketing
vs. HR) fight for power and resources? (Exam 2 · Q7)
A Business perspective
B Interest perspective
C Societal perspective
D Humanistic perspective
Correct answer: B · Interest perspective
Interest perspective. The organisation is an arena in which groups compete: marketing versus HR, temporary
versus fixed staff, key personnel versus peripheral workers. Costs and benefits are divided among them.
4. According to the interest perspective, a pay raise for one worker should be viewed by HR as: (Exam 2 ·
Q30)
A A potential source of conflict with other interconnected parts of the organisation
B An isolated event with no impact on others
C A way to improve societal standing
D A purely economic transaction
Correct answer: A · A potential source of conflict with other interconnected parts of the organisation
Interest perspective. The organisation is an aggregate of interconnected parts, so a raise for one worker
affects others. Dividing costs and benefits between groups is a source of conflict.
5. In the case of the sito-stick, workers manually put meat on a stick for fifteen years in a row. This is
actually an indication of the: (Exam 1 · Q8)
A Business perspective
B Socio-psychological perspective
C Interest perspective
D Societal perspective
Correct answer: B · Socio-psychological perspective
Socio-psychological perspective. In the course the sito-stick is the example for this perspective: attention to
social processes, needs and expectations of workers, and possibly a different job design such as job rotation.
The business perspective would let the production process alone determine job design (like the french fries
factory example).
HRM 2026–2027 · Sample exam questions · page 2
, 6. We discussed the AB InBev case, in which it was accused of performative allyship in the media storm
around Dylan Mulvaney. Which element explains that accusation? (Exam 1 · Q12)
A AB InBev apologises for the campaign as soon as the criticism starts to lower the beer sales
B AB InBev sells more beer in the months after the campaign
C AB InBev does not defend Mulvaney against hate campaigns
D AB InBev stresses that it uses a socio-psychological perspective on HR
Correct answer: C · AB InBev does not defend Mulvaney against hate campaigns
Societal perspective used for the wrong reasons. Performative allyship means publicly supporting a cause
but not acting when it matters. AB InBev ran the campaign for sales and then did not defend Mulvaney
against online hate.
It is a business perspective disguised as a societal perspective. AB InBev also did not apologise, and sales
dropped by 30%.
7. Where do we put the role of the change agent in the model by Dave Ulrich? (Exam 1 · Q20)
A At the side of strategic focus and people
B At the side of strategic focus and processes
C At the side of operational focus and people
D At the side of operational focus and processes
Correct answer: A · At the side of strategic focus and people
Ulrich model. The axes are strategic versus operational focus and processes versus people. The change agent
(organising, tactical HRM) sits at strategic focus and people: it puts strategic plans into practice with the
workforce.
Strategic partner = strategic + processes. Employee champion = operational + people. Administrative expert =
operational + processes.
8. A cleaning lady paid by the hour could work slowly to earn more. When we nevertheless assume she has
a personal code (work ethic) and will do her job correctly without us controlling her, we think from the
perspective of: (Exam 1 · Q21)
A Agency theory
B Goal setting theory
C Source credibility theory
D Stewardship theory
Correct answer: D · Stewardship theory
Stewardship theory. The agent integrates the principal's utility function, so trust and work ethic replace
control.
Agency theory assumes conflicting objectives (the cleaner who earns more by working slowly) and therefore
requires control.
HRM 2026–2027 · Sample exam questions · page 3
