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47) The employees at Herby Financial often complain that they are not provided feedback about
their work. They feel that they do not get proper information as to how they have performed and
the areas in which they need to improve. They also claim that the performance goals are vague
and not measurable. Which HR function does Herby Financial need to specifically improve upon
to resolve the complaints put forth by its employees?
A) recruitment
B) employee selection
C) training and development
D) performance management
E) planning and administering pay and benefits
48) Abby works at Trader Inc. Her primary role in the company is to create self-rating, job-
related questionnaires for the employees. Which human resource management practice is being
performed by Abby?
A) performance management
B) employee relations
C) selection
D) training
E) compensation
49) In the context of HRM functions, the activities of performance management include
A) identifying applicants with the necessary knowledge and abilities that will help an
organization achieve its goals.
B) making a planned effort to enable employees to learn job-related knowledge, skills, and
behavior.
C) specifying the tasks and outcomes of a job that contribute to an organization's success.
D) acquiring knowledge and skills that improve employees' ability to meet the challenges of a
variety of new or existing jobs.
E) seeking applicants for potential employment.
50) Henry works in the HR department of an advertising firm that has recently brought in
employees specializing in analysis of large volumes of data about consumer behavior. The
manager to whom these analysts report does not share their knowledge of quantitative methods
but wants them to develop recommendations for better decision making. Henry is supporting the
department by developing a form the manager will follow in measuring the analysts'
performance. What kinds of performance measures should Henry focus on?
A) The form should measure outcomes, such as timely and useful recommendations, because the
manager will not be able to evaluate specific technical behaviors.
B) The form should measure specific technical behaviors, because the methods used by the
analysts will determine the usefulness of their recommendations.
C) The form should measure both outcomes and behaviors, because both are essential to success
in the job.
D) The form should measure personal traits, such as getting along with others, because Jonathan
and the manager don't understand the technical requirements.
E) The form should ask broad questions, so the manager can discuss whatever they think is
important.
51) In an attempt to motivate its current employees and to attract skilled professionals, Integrated
Inc. decides to increase salaries as well as year-end bonuses for its best performers. Which HR
function is demonstrated in this scenario?
A) performance management
B) training and development
C) recruitment
D) planning and administering pay and benefits
E) maintaining positive employee relations
52) Which HR function includes preparing and distributing employee handbooks that detail
company policies?
A) recruitment and selection
B) maintaining positive employee relations
C) ensuring compliance with labor laws
D) performance management
E) planning and administering pay and benefits
53) Rhonda, an employee at Neon Corp., develops and distributes newsletters that announce
upcoming events in the company. Which human resource management practice is being
performed by Rhonda?
A) performance management
B) employee relations
C) selection
D) training
E) compensation
54) Some of the employees of MYV Services are unhappy with their supervisor's comments and
remarks. They feel they are being unduly discriminated against by the supervisor, and so they
turn to the HR department for help. Addressing such problems is a part of the HR function of
A) recruitment and selection.
B) employee relations.
C) training and development of employees.
D) performance management.
E) planning and administration of pay and benefits.
55) The HR function of maintaining positive employee relations includes
A) maintaining performance measures on outcomes.
B) offering training programs on effective teamwork.
C) selecting only those applicants that are referred by employees.
D) maintaining communication with union representatives.
E) planning employee pay and benefits.
56) What is the advantage of establishing and administering policies in organizations?
A) It allows companies to handle situations more fairly and objectively.
B) It allows companies to address issues on a case-by-case basis.
C) It eliminates the need for documentation and record keeping.
D) It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
E) It leaves a lot of room for subjective decision making.
57) ________ refers to the use of quantitative tools and scientific methods to analyze data from
human resource databases and other sources to make evidence-based decisions that support
business goals.
A) Conjoint analysis
B) Performance management
C) Workforce analytics
D) Career development
E) Task analysis
58) Sophia, a manager at Mentor Corp., is responsible for workforce analytics in the
organization. Her supervisor, Steve, argues it is an unnecessary expense as he believes that
collecting employee-related information is just an administrative responsibility. Which
statement, if true, would weaken Steve's argument?
A) Sophia established policies regarding violations of company regulations.
B) Sophia identified subordinates who showed the potential to become leaders in the company
based on the data.
C) Sophia prepared and distributed company publications on the organization's intranet.
D) Sophia was able to actively recruit candidates from external sources, such as Internet job
postings and college recruiting events.
E) Sophia was able to specify the tasks and outcomes of a job that contributed to the
organization's success.
59) BrightenUp Corp. uses a set of quantitative tools to assess employee data such as
performance, compensation, designations, and benefits. This is done to arrive at decisions based
on accurate findings from analyses that can help the firm achieve its goals. BrightenUp is
engaging in the practice of
A) training and development.
B) job design.
C) employee relations.
D) talent management.
E) workforce analytics.
60) When a GRM Manufacturing experienced a slowdown in sales, it laid off the two employees
with the poorest attendance. One of the employees sued the company, saying it should have laid
off the most recently hired workers. What defense would GRM Manufacturing most likely offer?
A) The layoffs were not discriminatory.
B) The company was forced to make the layoffs.
C) There are no federal laws that apply to this situation.
D) The layoffs were instances of employment at will.
E) The age of the company's workforce has been rising.
61) Instabin Inc., a company in the recycling business, has revamped its management and
business criteria. It has also added new objectives that would require recruitment of new and
skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with
the HR department of the firm. This responsibility of the HR department is known as
A) supply chain management.
B) performance management.
C) human resource planning.
D) utilization analysis.
E) performance planning.
62) What term refers to a systematic, planned effort to attract, retain, develop, and motivate
highly skilled employees and managers?
A) work flow recruitment
B) job analysis
C) conjoint analysis
D) talent management
E) performance management
63) Which statement best describes evidence-based HR?
A) It is the exclusive use of statistical models for planning, forecasting, and other related HR
activities.
B) It is establishing overlapping performance goals and desired outcomes during performance
management.
C) It is demonstrating that human resource practices have a positive influence on a company's
profits or key stakeholders.
D) It is the process of ensuring that employees' activities and outputs match an organization's
goals.
E) It is the organization-wide planned effort to enable employees to learn job-related knowledge,
rather than teamwork or communication skills.
64) An organization's ability to profit without depleting its resources, including employees,
natural resources, and the support of the surrounding community, is called
A) adjustability.
B) absorbability.
C) substitutability.
D) sustainability.
E) credibility.
65) Eve & Rose Corp., an apparel manufacturer, has been profitable for a long time without
depleting its resources—raw materials, employees, and the support of the local community. The
company also caters to the needs of all its stakeholders. Which characteristic is illustrated in this
scenario?
A) sustainability
B) strategic architecture
C) compliance with law
D) talent management
E) workforce analytics
66) The parties with an interest in a company's success—typically, shareholders, the community,
customers, and employees—constitute which members of the company?
A) advisors
B) stakeholders
C) management
D) personnel
E) strategic partners
67) Heidi, a local farmer, buys her equipment exclusively from the manufacturer Farm Supply
Inc. Because of this, Heidi is affected by Farm Supply Inc.'s operations. This indicates that Heidi
is
A) stakeholder.
B) business partner.
C) workforce analyst.
D) talent manager.
E) strategic partner.
68) Identify the correct statement regarding sustainable organizations.
A) They primarily focus on maximizing profits and delivering high returns to investors.
B) They focus on smooth turnover and outsourcing rather than long-term planning.
C) They are more concerned about justice and fairness than short-term profits.
D) They are less concerned about employee development and empowerment.
E) They are more concerned with the quantity of output than quality standards.
69) An HR manager can demonstrate competency in communication by excelling at which
behavior?
A) setting a vision for the HR function
B) listening effectively
C) supporting inclusiveness
D) maintaining confidentiality
E) applying knowledge of business principles
70) A human resource professional of a company exhibits the competency of business acumen
when he or she
A) acquires knowledge of other cultures.
B) responds to reports of unethical conduct.
C) applies statistical knowledge to understand data.
D) applies knowledge of how the functions of HR contribute to business success.
E) uses HR technology correctly.
71) What clusters of competencies are necessary for success in human resource management?
A) hiring, compensation, event planning, and training
B) technical, interpersonal, business, and leadership
C) technical, hiring, motivation, and compensation
D) business, development, leadership, and interpersonal
E) technical, business, training, and hiring
72) According to the SHRM competency model, which competency is part of the interpersonal
cluster?
A) leadership
B) human resource expertise
C) business acumen
D) critical evaluation
E) global and cultural effectiveness
73) Twyla is a benefits specialist at McCallister Manufacturing. She negotiates contracts for
insurance, retirement plans, and other employee benefits in order to get the best possible deal
while meeting all legal requirements. She understands the details of each benefit and is able to
help employees understand the value of their benefits. This scenario illustrates Twyla's
competency in the area of
A) consultation.
B) human resource expertise.
C) relationship management.
D) ethical practice.
E) business acumen.
74) Claire is a human resource manager at Lewis Corp. She skillfully handles personal
interactions with her staff and the other department managers. She is highly admired by others in
the organization because she treats others with respect and builds trust. This scenario indicates
Claire has strengths in the HR success competency of
A) consultation.
B) relationship management.
C) leadership and navigation.
D) global and cultural effectiveness.
E) critical evaluation.
75) Lia, the human resource manager at AirTech Inc., has developed an inspiring vision of how
the HR function should contribute to employees' well-being and the company's success. She
models the values and behaviors supporting that vision, and she gets her staff excited to be part
of realizing the vision. This indicates that Lia has competencies in the area of
A) global and cultural effectiveness.
B) critical evaluation.
C) relationship management.
D) leadership and navigation.
E) human resource expertise.
76) Sasha heads the human resource team at Ensured Corp., a marketing firm with a diverse
group of employees in three countries. She has knowledge about the cultures of the employees
and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all
her employees bring different strengths to the company, and she helps to foster a climate in
which all are encouraged to contribute. This scenario illustrates Sasha's competency in the area
of
A) ethical practice.
B) critical evaluation.
C) business acumen.
D) global and cultural effectiveness.
E) human resource expertise.
