Introduction to Human Resource Management (GLO1 C232)
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Free Introduction to Human Resource Management (GLO1 C232) Questions
Which approach should a company use to verify that its entry-level salaries are competitive in the local geographic market
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Job-ranking
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Point-factor
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External benchmarking
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Factor comparison
Explanation
Correct Answer:
c. External benchmarking
Explanation:
External benchmarking involves comparing the company's salary structure with those of similar organizations within the same geographic area or industry. This approach helps ensure that the company’s salaries are competitive with local market standards.
Why the other options are incorrect:
a. Job-ranking. – Job-ranking is an internal job evaluation method, where jobs are ranked based on their relative worth to the organization, but it doesn’t help with external comparisons.
b. Point-factor. – Point-factor systems assign points to various job factors for internal evaluation, not for comparing salaries in the local market.
d. Factor comparison. – Factor comparison is another internal job evaluation method that compares job factors across positions, but it does not focus on external salary data.
A company's plan for new self-service kiosks will displace some workers. Which option will help prepare the workers for other company positions
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Engagement
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Remediation
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Upskilling
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Onboarding
Explanation
Correct Answer:
c. Upskilling
Explanation:
Upskilling involves training employees in new or advanced skills to prepare them for different or more complex roles. This helps displaced workers transition into other company positions rather than facing job loss.
Why the other options are incorrect:
a. Engagement. – While engagement helps employees stay motivated, it does not provide them with new skills necessary for job transitions.
b. Remediation. – Remediation focuses on correcting performance deficiencies rather than equipping employees with new skills for different roles.
d. Onboarding. – Onboarding is designed for new hires rather than helping current employees adapt to role changes due to technological advancements.
Why is HRP one of the fastest-growing and most important areas of human resource management
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It is not one of the fastest-growing areas of human resource management, but it is important.
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It helps the company be more visible to prospective employees and customers.
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It helps the company achieve its goals.
Explanation
Correct answer:
c. It helps the company achieve its goals.
Explanation:
Human Resource Planning (HRP) is a critical area because it aligns the workforce with the company's objectives. It ensures that the company has the right number of employees with the right skills at the right time, which is essential for achieving organizational goals and adapting to future challenges.
Why the other options are incorrect:
a. HRP is indeed one of the fastest-growing areas in HRM, particularly due to its strategic role in aligning human resources with company objectives.
b. While HRP can indirectly improve a company’s visibility by ensuring the organization is well-staffed, its primary purpose is more about resource alignment to achieve goals rather than external visibility.
What are the three primary reasons that companies create mergers
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financial benefits; needs of management; human resource benefits
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financial benefits; strategic benefits; competitive benefits
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financial benefits; needs of management; strategic benefits
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global benefits; competitive benefits; human resource benefits
Explanation
Correct answer:
b. financial benefits; strategic benefits; competitive benefits
Explanation:
Mergers are often driven by three primary reasons:
Financial benefits: Companies merge to achieve cost savings, increase profitability, or improve financial stability.
Strategic benefits: Mergers allow companies to enter new markets, gain access to new technologies, or diversify their product or service offerings.
Competitive benefits: Mergers help companies strengthen their position in the market by combining resources and capabilities, thereby improving their competitive edge.
Why the other options are incorrect:
a. While financial and human resource benefits may occur in a merger, needs of management is not a primary reason for creating mergers.
c. Needs of management is not typically considered a primary driver compared to strategic and competitive reasons.
d. Global benefits are a possible outcome of a merger but not one of the primary reasons for merging, as the focus is more on financial, strategic, and competitive advantages.
Human resource management is the process of _____, developing, and maintaining a high-quality workforce
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attracting
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compensating
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appraising
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selecting
Explanation
Correct answer:
a. attracting
Explanation:
Human Resource Management (HRM) involves three main functions:
Attracting: Recruiting and hiring the right talent.
Developing: Training, career development, and performance management.
Maintaining: Retaining employees through motivation, engagement, and compensation strategies.
The first step in this process is attracting qualified candidates to join the organization, making option (a) the best choice.
Why the other options are incorrect:
b. Compensating: This falls under maintaining, not the initial process of HRM.
c. Appraising: Performance appraisal is part of developing employees, not the first step.
d. Selecting: Selection is part of recruitment but does not fully encompass the entire HRM process.
The Human Resource Management Plan is the major output of the Plan Human Resource Management Process and includes all of the following EXCEPT
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Costs of Team Members
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Project Organization Charts
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Staffing Management Plan
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Recognition and Rewards Information
Explanation
Correct answer:
A) Costs of Team Members
Explanation:
The Human Resource Management Plan typically includes details on how human resources will be managed throughout the project. This includes elements like the project organization chart, staffing management plan, and recognition and rewards information.
However, costs of team members are generally part of the project cost management plan or budget, not the HR management plan itself.
Why the other options are included in the HR plan:
B) Project Organization Charts – This chart outlines the roles and responsibilities of the project team members.
C) Staffing Management Plan – This plan includes strategies for recruiting, training, and managing the team throughout the project.
D) Recognition and Rewards Information – This section outlines how team members will be motivated and recognized for their contributions.
Deming believed that poor quality resulted from
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poor management of the system for continual improvement
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poor human resource management
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consumer complacency
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poor engineering and design
- a lack of commitment on the part of management
Explanation
Correct answer:
A. poor management of the system for continual improvement
Explanation:
Deming believed that poor quality often resulted from a lack of proper management of the system for continual improvement. He emphasized that quality improvements should be systemic, involving all levels of management and focusing on continuous process improvements. Deming's philosophy emphasized the role of management in guiding, supporting, and improving systems, rather than placing blame on individuals or isolated processes.
Why the other options are incorrect:
B. poor human resource management is not the primary focus of Deming's philosophy. While people play a role in quality, Deming emphasized systemic issues over individual management concerns.
C. consumer complacency was not seen as a major cause of poor quality in Deming’s view. He focused on organizational and management systems.
D. poor engineering and design could contribute to poor quality, but Deming attributed poor quality more to the management of the system rather than to the specifics of design or engineering alone.
E. a lack of commitment on the part of management is related, but Deming's focus was on how management handles the system for continual improvement, which includes commitment but also other systemic management practices.
Most research in international human resource management has been
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context-oriented
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process-oriented
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content-oriented
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procedure-oriented
Explanation
Correct answer:
A. context-oriented
Explanation:
Much of the research in international human resource management (IHRM) has been context-oriented, focusing on how different national, cultural, economic, and legal environments impact HRM practices across countries. Understanding the context is key to managing human resources in a global setting, as it helps organizations adapt their HR strategies to diverse cultural and regulatory environments.
Why the other options are incorrect:
B. process-oriented focuses on the procedures and workflows within HRM, but IHRM research tends to focus more on how external contexts influence these processes.
C. content-oriented emphasizes the specific content of HR practices, but it is often less the focus in IHRM compared to the broader context of managing international teams and operations.
D. procedure-oriented would be more about the methodologies and steps involved in HR processes, which is not the primary focus of IHRM research.
Which of the following is a primary value chain activity
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technology development
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human resource management
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marketing and sales
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firm infrastructure
Explanation
Correct answer:
C) marketing and sales
Explanation:
Marketing and sales is a primary value chain activity because it directly involves promoting and selling the product or service to customers. It is crucial for driving revenue and ensuring that the product reaches the target market. Primary activities are those that are directly involved in the creation, production, and delivery of a product or service.
Why the other options are incorrect:
A) technology development is a support activity, as it provides tools and innovations that support primary activities but is not directly involved in creating or selling the product.
B) Human resource management is also a support activity. It focuses on recruiting, training, and managing the workforce, but it is not directly involved in producing or selling products.
D) firm infrastructure refers to the management, planning, and systems within an organization, which supports primary activities but is not a direct part of the product's creation or delivery.
Which performance appraisal method can make managers more aware of their impact on employees without feeling threatened
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Self-appraisal
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Appraisal by supervisor
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Appraisal by subordinates
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Peer-appraisal
Explanation
Correct Answer:
c. Appraisal by subordinates
Explanation:
Appraisal by subordinates allows managers to receive constructive feedback from their team, helping them understand their leadership impact without the pressure of direct criticism from higher-ups. When done anonymously and constructively, it encourages self-awareness and improvement.
Why the other options are incorrect:
a. Self-appraisal. – While self-assessment helps managers reflect on their performance, it does not provide external feedback on how they impact employees.
b. Appraisal by supervisor. – A supervisor’s evaluation focuses on results and leadership effectiveness but may not highlight how employees perceive the manager.
d. Peer-appraisal. – Peer feedback is typically used among colleagues at the same level rather than for evaluating a manager’s impact on their team.
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