1. What can HRM do for you as a manager?
a. Evaluate me on my management philosophy.
b. Supply me with tools I need to execute the business
strategy. c. Determine the long range goals for my
department.
d. Offer me suggestions to inflate my department’s performance metrics.
2. The HR manager is visiting your store location tomorrow and you are trying to explain
to your employees what HR does for the company. What should you say is HR’s
primary purpose?
a. Advising you about the best goods, services, and methods for competing in the
local market.
b. Helping you prevent employee union membership from increasing and driving up
costs
c. Assisting you with attracting, motivating, rewarding and retaining employees.
d. Providing you with strategies for discriminating against protected classes.
3. You want to make the most out of the HR Manager’s visit so you are trying to
decide which HRM function you need the most help with right now. You want to
learn more about how to align individual employee’s goals with the overall
organization’s goals. Which HRM function covers your concern?
a. Staffing
b. Performance management
c. Training and development
d. Rewards and benefits
4. During the HR Manager’s visit, she asks you how you see HRM influencing
organizational performance. You respond:
a. It provides managers with guidance in meeting hiring quotas.
b. It eliminates unnecessary goods and services offered by the
organization. c. It transforms employee potential into actual performance.
d. It assists the organization with creating marketing materials for its
products.
5. You have just accepted a position at a new company, and you are learning about the
organizational culture. You find that employees tend to stay with the company for a
long time and that loyalty is a key virtue. What type of organizational culture exists
at this company?
a. Bureaucratic
b. Consensual
c. Entrepreneurial
d. Competitive
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6. If you disciplined a new employee for returning late from a lunch break and you are
trying to decide if you should discipline a longtime employee who did this for the
first time in two years, what ethical standard would you apply?
a. Virtue
b. Utilitarian
c. Fairness
d. Rights
7. Which of the following would be an ethical dilemma for you as the hiring
manager?
a. A current employee hand delivers his neighbor’s resume to you.
b. A current employee serves as a reference for a candidate you plan to
interview. c. A current employee asks you if you would consider recommending
her for an
employee committee.
d. A current employee asks you to hire his son for a summer internship.
8. You have been looking at several reports containing HRM metrics. You are a bit
overwhelmed by all of the information. Then you remember this key statement
about HRM metrics:
a. Sound business decisions can be made without relying on HRM metrics.
b. Innovation indicators are always more important than efficiency
indicators. c. Every HRM activity must be measured to have accurate HRM
metrics.
d. HRM metrics must be mapped to business goals.
9. You have been asked to participate on a Diversity Committee at work. You will be
participating in diversity training next week and must complete a pre-training quiz
about diversity before then. The first question asks you why diversity is important and
you answer:
a. A strong diversity culture is positively related to customer
satisfaction. b. Diversity increases the overall education level of
employees.
c. A strong diversity culture means everyone feels respected and listened
to. d. Diversity ensures that affirmative action quotas are being met.
10. A fellow employee, who is a disabled veteran, is complaining to you that she feels
she was discriminated against in not getting a recent promotion. You don’t want to
take sides but tell her she should read which law?
a. Genetic Information Nondiscrimination Act
b. Vietnam Era Veterans’ Readjustment Assistance
Act c. Fair Labor Standards Act
d. Uniformed Services Employment and Reemployment Rights Act
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