Question 1

Which of the following is a function of a compliance audit?

Accepted Answer

A)  To review regulatory compliance, benefits administration, and reporting 
B)  To check recordkeeping on state and federal documentation requirements 
C)  To check specific HR subareas such as compensation, equal employment opportunity, or training 
D)  To review compliance with immigration regulations and the I-9 form requirement 
A)  To review regulatory compliance, benefits administration, and reporting 
B)  To check recordkeeping on state and federal documentation requirements 
C)  To check specific HR subareas such as compensation, equal employment opportunity, or training 
D)  To review compliance with immigration regulations and the I-9 form requirement

Question 2

The formula for calculating human capital value added is as follows: {revenue - (operating expenses [compensation + benefit costs])} / full-time head count.

Accepted Answer

A) True 
 B)False

Question 3

Intermediate-range plans usually project three to five years into the future.

Accepted Answer

A) True 
 B)False

Question 4

In the context of human resource management, define forecasting.

Accepted Answer

Forecasting is using

Question 5

Which of the following key HR metrics includes positions filled internally?

Accepted Answer

A)  Compensation 
B)  Training 
C)  Retention and quality 
D)  Development 
A)  Compensation 
B)  Training 
C)  Retention and quality 
D)  Development

Question 6

Which of the following equations represents how internal supply can be calculated for a specific employer?

Accepted Answer

A)  Internal Supply for Next Year = Current Staffing Level + Projected Outflows This Year + Projected Inflows This Year 
B)  Internal Supply for Next Year = Current Staffing Level - Projected Outflows This Year - Projected Inflows This Year 
C)  Internal Supply for Next Year = Current Staffing Level + Projected Outflows This Year - Projected Inflows This Year 
D)  Internal Supply for Next Year = Current Staffing Level - Projected Outflows This Year + Projected Inflows This Year 
A)  Internal Supply for Next Year = Current Staffing Level + Projected Outflows This Year + Projected Inflows This Year 
B)  Internal Supply for Next Year = Current Staffing Level - Projected Outflows This Year - Projected Inflows This Year 
C)  Internal Supply for Next Year = Current Staffing Level + Projected Outflows This Year - Projected Inflows This Year 
D)  Internal Supply for Next Year = Current Staffing Level - Projected Outflows This Year + Projected Inflows This Year

Question 7

The percentage of employees in an organization with a career plan is classified as a development metric of human resources.

Accepted Answer

A) True 
 B)False

Question 8

Across-the-board pay cuts can reduce labor costs while retaining some skilled employees.

Accepted Answer

A) True 
 B)False

Question 9

The financial impact of HR practices cannot be measured.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is typically the last step in the strategic planning process for an organization?

Accepted Answer

A)  Formulating supporting functional strategies 
B)  Evaluating and reassessing strategy 
C)  Establishing goals and objectives 
D)  Stating the organizational mission 
A)  Formulating supporting functional strategies 
B)  Evaluating and reassessing strategy 
C)  Establishing goals and objectives 
D)  Stating the organizational mission

Question 11

In the balanced scorecard framework, employee capabilities are classified under _____.

Accepted Answer

A)  financial measures 
B)  internal business processes 
C)  customer relations 
D)  learning and growth activities 
A)  financial measures 
B)  internal business processes 
C)  customer relations 
D)  learning and growth activities

Question 12

Discuss current and future jobs audits and key questions that are addressed during the internal jobs assessment.

Accepted Answer

The starting point for evaluating intern

Question 13

HR can foster a triple bottom approach through incentive plans that focus on achieving comprehensive results rather than solely on profit incentives.

Accepted Answer

A) True 
 B)False

Question 14

Mark, an HR Manager at Pyramid Inc., is responsible for the HR planning process in his organization. He has reviewed the organization's strategic plans. Which of the following is most likely to be Mark's next step in the planning process?

Accepted Answer

A)  Developing HR staffing plans and actions 
B)  Compiling HR planning forecasts 
C)  Implementing HR staffing plans and actions 
D)  Assessing the external and the internal workforce 
A)  Developing HR staffing plans and actions 
B)  Compiling HR planning forecasts 
C)  Implementing HR staffing plans and actions 
D)  Assessing the external and the internal workforce

Question 15

Sadie, an HR manager at Olive Inc., is measuring the wealth created by each employee of the company. She uses an approach that requires that all policies, procedures, measures, and methods use cost of capital as a benchmark against which their return is judged. Which of the following financial measures is Sadie using in this scenario?

Accepted Answer

A)  Human capital return on investment (HCROI) 
B)  Human economic value added (HEV
A)  
C)  Human capital value added (HCV
A)  
D)  Return on investment (ROI) 
A)  Human capital return on investment (HCROI) 
B)  Human economic value added (HEV
A)  
C)  Human capital value added (HCV
A)  
D)  Return on investment (ROI)

Question 16

An organization can manage a talent surplus by having its existing employees work overtime.

Accepted Answer

A) True 
 B)False

Question 17

Discuss the economic and governmental factors that affect the external pool of potential employees for organizations.

Accepted Answer

The general economic cycles of recession

Question 18

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages and ethnicities of both terminated and retained employees in layoff situations, and a waiver of rights to sue for age discrimination must meet certain requirements.

Accepted Answer

A) True 
 B)False

Question 19

Define strategic planning.

Accepted Answer

Strategic planning is the proc

Question 20

Discuss the role of HR during the integration phase of mergers and acquisitions.

Accepted Answer

After a deal for a merger or acquisition

Which of the following is a function of a compliance audit?

The formula for calculating human capital value added is as follows: {revenue - (operating expenses [compensation + benefit costs])} / full-time head count.

Intermediate-range plans usually project three to five years into the future.

In the context of human resource management, define forecasting.

Which of the following key HR metrics includes positions filled internally?

Which of the following equations represents how internal supply can be calculated for a specific employer?

The percentage of employees in an organization with a career plan is classified as a development metric of human resources.

Across-the-board pay cuts can reduce labor costs while retaining some skilled employees.

The financial impact of HR practices cannot be measured.

Which of the following is typically the last step in the strategic planning process for an organization?

In the balanced scorecard framework, employee capabilities are classified under _____.

Discuss current and future jobs audits and key questions that are addressed during the internal jobs assessment.

HR can foster a triple bottom approach through incentive plans that focus on achieving comprehensive results rather than solely on profit incentives.

Mark, an HR Manager at Pyramid Inc., is responsible for the HR planning process in his organization. He has reviewed the organization's strategic plans. Which of the following is most likely to be Mark's next step in the planning process?

An organization can manage a talent surplus by having its existing employees work overtime.

Discuss the economic and governmental factors that affect the external pool of potential employees for organizations.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages and ethnicities of both terminated and retained employees in layoff situations, and a waiver of rights to sue for age discrimination must meet certain requirements.

Define strategic planning.

Discuss the role of HR during the integration phase of mergers and acquisitions.

Human Resource Management in Organizations

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters

Exam 2: Human Resource Strategy and Planning

Which of the following is a function of a compliance audit?

The formula for calculating human capital value added is as follows: {revenue - (operating expenses [compensation + benefit costs])} / full-time head count.

Intermediate-range plans usually project three to five years into the future.

In the context of human resource management, define forecasting.

Which of the following key HR metrics includes positions filled internally?

Which of the following equations represents how internal supply can be calculated for a specific employer?

The percentage of employees in an organization with a career plan is classified as a development metric of human resources.

Across-the-board pay cuts can reduce labor costs while retaining some skilled employees.

The financial impact of HR practices cannot be measured.

Which of the following is typically the last step in the strategic planning process for an organization?

In the balanced scorecard framework, employee capabilities are classified under _____.

Discuss current and future jobs audits and key questions that are addressed during the internal jobs assessment.

HR can foster a triple bottom approach through incentive plans that focus on achieving comprehensive results rather than solely on profit incentives.

Mark, an HR Manager at Pyramid Inc., is responsible for the HR planning process in his organization. He has reviewed the organization's strategic plans. Which of the following is most likely to be Mark's next step in the planning process?

An organization can manage a talent surplus by having its existing employees work overtime.

Discuss the economic and governmental factors that affect the external pool of potential employees for organizations.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages and ethnicities of both terminated and retained employees in layoff situations, and a waiver of rights to sue for age discrimination must meet certain requirements.

Define strategic planning.

Discuss the role of HR during the integration phase of mergers and acquisitions.

Human Resource Management in Organizations

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters