Introduction to Human Resource Management (GLO1 C232)
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Free Introduction to Human Resource Management (GLO1 C232) Questions
Which of the following is not true regarding HRM in small business operations
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The owner-manager does not have to keep current with respect to legal issues because of the small size of the business.
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The owner-manager is often responsible for performing HRM activities.
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Small-business human resource departments are often staffed with one individual.
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Small-business human resource departments must achieve the same goals that a larger department achieves.
Explanation
Correct answer:
a. The owner-manager does not have to keep current with respect to legal issues because of the small size of the business.
Explanation:
It is not true that the owner-manager of a small business does not need to keep current with legal issues. Regardless of the business size, it is crucial to stay informed about labor laws and regulations to ensure compliance. Ignoring legal issues can lead to serious consequences, including lawsuits and penalties.
Why the other options are correct:
b) The owner-manager is often responsible for performing HRM activities – In small businesses, the owner-manager typically handles many HR functions due to limited resources.
c) Small-business human resource departments are often staffed with one individual – Small businesses often have only one HR person responsible for all HR tasks, such as hiring, payroll, and compliance.
d) Small-business human resource departments must achieve the same goals that a larger department achieves – Despite having fewer resources, the HR department in a small business still works toward goals such as employee satisfaction, legal compliance, and effective talent management.
For many years, human resource management was called ______ and involved clerical functions such as screening applications, keeping records, processing the payroll, and finding new employees when necessary.
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worker administration
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personnel
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office management
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administrative science
Explanation
Correct answer:
b. personnel
Explanation:
Human resource management was historically referred to as "personnel" and focused mainly on administrative tasks such as recruiting, managing payroll, and handling records. This term was widely used before the shift towards the broader, more strategic approach seen in modern HRM.
Why the other options are wrong:
a. worker administration is not a common historical term used for HRM.
c. office management typically refers to managing office operations and facilities, not specifically HR functions.
d. administrative science is not associated with HRM and relates more to the field of organizational theory and administrative studies.
A manager needs to select an employee to represent the department for an upcoming company project. The manager wants to assess each employee's progress on previous and current tasks to help make the selection. Which appraisal option should the manager use for the assessment?
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Self
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Results
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Trait
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Behavioral
Explanation
Correct answer:
B) Results
Why the other options are wrong:
A) Self: A self-assessment focuses on how employees perceive their own performance, which may not be objective enough to assess task progress for project selection.
C) Trait: Trait-based appraisals focus on personal characteristics like attitude or personality, which may not directly reflect task progress or performance.
D) Behavioral: Behavioral appraisals focus on evaluating actions and behaviors, which could be useful, but results provide a clearer measure of task progress for project selection.
______ is defined as a management theory focusing on the behavior and motivations of people in the workplace
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Human relations movement
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Human resource management
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Organizational behavior
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Scientific movement
Explanation
Correct answer:
C. Organizational behavior
Explanation:
Organizational behavior is the study of how individuals and groups act within an organization. It focuses on understanding, predicting, and managing employee behavior, motivations, and interpersonal dynamics within the workplace.
Why the other options are incorrect:
A. Human relations movement – This is a management approach that emphasizes the importance of employee welfare and interpersonal relationships, but it is a specific theory within the broader scope of organizational behavior.
B. Human resource management – While HRM focuses on the policies, practices, and systems that influence employee behavior and performance, it is broader and includes various functions, not just the study of behavior and motivations.
D. Scientific movement – This movement focuses on improving efficiency and productivity through systematic study of work processes, not on the behavior and motivations of employees.
Which of the following is not true regarding HRM in small business operations
-
The owner-manager does not have to keep current with respect to legal issues because of the small size of the business.
-
The owner-manager is often responsible for performing HRM activities.
-
Small-business human resource departments are often staffed with one individual.
-
Small-business human resource departments must achieve the same goals that a larger department achieves.
Explanation
Correct answer:
a. The owner-manager does not have to keep current with respect to legal issues because of the small size of the business.
Explanation:
Regardless of the size of the business, the owner-manager is responsible for staying current with legal issues, including labor laws, tax regulations, and employment standards. Ignorance of legal requirements can result in fines, lawsuits, and other negative consequences for the business.
Why the other options are correct:
b. The owner-manager is often responsible for performing HRM activities. – In small businesses, the owner-manager often takes on HR responsibilities due to the limited size and resources of the organization.
c. Small-business human resource departments are often staffed with one individual. – Small businesses typically have fewer employees and may only require one person to manage HR functions, such as hiring, training, and payroll.
d. Small-business human resource departments must achieve the same goals that a larger department achieves. – Although the scale may be different, the core HR goals, such as employee recruitment, retention, and development, remain the same regardless of the business size.
What process provides enterprise environmental factors as an output
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Project procurement management
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Project integration management
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Project human resource management
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Project quality management
Explanation
Correct answer:
B. Project integration management
Explanation:
In project management, Project Integration Management is the process that ensures that all components of a project are aligned and working together. One of the key outputs of this process is enterprise environmental factors (EEFs), which include any external or internal factors that could influence the project, such as organizational culture, market conditions, or legal constraints.
Why the other options are incorrect:
A. Project procurement management involves acquiring goods and services for the project but does not focus on EEFs as an output.
C. Project human resource management deals with managing people in the project, not directly with enterprise environmental factors.
D. Project quality management focuses on meeting quality requirements but does not provide EEFs as an output.
All of the following are important capabilities offered by SRM software EXCEPT
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human resource management
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visibility
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automation
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optimization
Explanation
Correct answer:
a. human resource management
Explanation:
Supplier Relationship Management (SRM) software focuses on improving the management of suppliers and vendors through capabilities such as visibility (providing insights into supplier performance), automation (streamlining procurement and supplier interactions), and optimization (enhancing efficiency and cost-effectiveness in supplier management). However, human resource management is not a core function of SRM software, as HRM focuses on managing employees rather than suppliers.
Why the other options are incorrect:
b. visibility is a key feature of SRM, offering real-time insights into supplier performance and interactions.
c. automation is crucial in SRM for streamlining tasks such as order processing and communication with suppliers.
d. optimization helps improve supplier performance and procurement processes to achieve greater efficiency and cost savings.
A worker at a daycare accidentally leaves a child unattended in a park. The employer immediately terminates the daycare worker. What is the reason for the termination
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Gross negligence
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Poor performance
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Progressive discipline
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Serious misconduct
Explanation
The correct answer is
a. Gross negligence.
Explanation
Gross negligence refers to a severe failure to exercise reasonable care, which in this case, involves leaving a child unattended, posing a significant risk to the child's safety.
Explanation of incorrect answers:
b. Poor performance: Poor performance refers to consistently failing to meet job expectations, but this situation involves a single, severe incident.
c. Progressive discipline: Progressive discipline involves a series of escalating corrective actions, but the worker was terminated immediately, so this does not apply.
d. Serious misconduct: While serious misconduct involves intentional wrongdoing, this situation appears to be an unintentional but severe failure to exercise care, making gross negligence more appropriate.
In the context of human resource management (HRM) practices, unlike Americans, Japanese
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hire people based on what they can do for a firm in the short run
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view unions in an adversarial manner
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use group performance appraisal
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tend to favor specialized training
Explanation
Correct answer:
c. use group performance appraisal
Explanation:
In Japan, there is a strong emphasis on teamwork and collective responsibility, and group performance appraisals are commonly used. This contrasts with more individualistic performance appraisals often used in the U.S., where individual performance is more directly evaluated.
Why the other options are incorrect:
a) hire people based on what they can do for a firm in the short run – In Japan, hiring practices tend to focus on long-term relationships, with employees being hired for their potential and fit within the company's culture rather than for short-term contributions.
b) view unions in an adversarial manner – Unlike the U.S., Japanese companies often have a cooperative relationship with unions, with less emphasis on conflict.
d) tend to favor specialized training – Japanese firms generally focus on broader, generalized training and developing employees for long-term roles within the company, as opposed to specialized training.
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.
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