Functions of Human Resource Management (D351)
Access The Exact Questions for Functions of Human Resource Management (D351)
💯 100% Pass Rate guaranteed
🗓️ Unlock for 1 Month
Rated 4.8/5 from over 1000+ reviews
- Unlimited Exact Practice Test Questions
- Trusted By 200 Million Students and Professors
What’s Included:
- Unlock Actual Exam Questions and Answers for Functions of Human Resource Management (D351) on monthly basis
- Well-structured questions covering all topics, accompanied by organized images.
- Learn from mistakes with detailed answer explanations.
- Easy To understand explanations for all students.
Free Functions of Human Resource Management (D351) Questions
Making people already hired by the company aware of new position openings is called?
-
Internal Recruiting
-
Employee Relations
-
External Recruiting
-
Recruitment
Explanation
Correct Answer
A. Internal Recruiting
Explanation
Internal recruiting involves notifying current employees of new job opportunities within the company. It can include promotions, transfers, or internal job postings, and is a way to utilize existing talent for open positions.
Why other options are wrong
B. Employee Relations: This refers to maintaining a positive working relationship between employees and management, not hiring or job postings.
C. External Recruiting: This involves sourcing candidates from outside the organization, not notifying current employees.
D. Recruitment: This is a general term for the process of attracting and hiring talent, but it does not specify internal hiring.
A U.S.-based multinational corporation with locations in England, Germany, and Canada is looking for a legal specialist to counsel the president and vice presidents on business-related legal matters. The legal expert will be in charge of defending the business against legal challenges and offering legal advice on business decisions in all operating nations. Which two factors will indicate whether someone will succeed in this position? Choose 2 answers
-
Experience in business psychology
-
Expertise in business law
-
Effective interpersonal communication skills
-
Understanding of accounting practices
Explanation
Correct answer:
B) Expertise in business law
C) Effective interpersonal communication skills
Explanation:
For this legal expert role, knowledge of business law is crucial to understanding legal implications across multiple countries. Strong interpersonal communication skills are also essential for providing clear legal counsel and interacting with senior leaders effectively.
Why the other options are wrong:
A) Experience in business psychology: While understanding human behavior can be beneficial, it is not the primary skill needed for this legal role.
D) Understanding of accounting practices: Although useful in some legal contexts, accounting knowledge is not the core requirement for advising on legal matters or litigation in this case.
Job analysis can be used for all of the following except
-
Giving realistic job previews
-
Setting up personnel selection procedures
-
Organizing trade union representation
-
Establishing pay systems
Explanation
Correct Answer
C. Organizing trade union representation
Explanation
Job analysis is used to collect detailed information about the duties, responsibilities, and requirements of a job, which helps in personnel selection, establishing pay systems, and providing realistic job previews. However, organizing trade union representation typically involves other processes unrelated to job analysis.
Why other options are wrong
A. Giving realistic job previews: Job analysis helps in providing accurate and realistic job previews to potential candidates by detailing job requirements and expectations.
B. Setting up personnel selection procedures: Job analysis is essential for creating fair and effective personnel selection procedures, as it helps define the skills and qualifications needed for a role.
D. Establishing pay systems: Job analysis provides the necessary information for establishing appropriate pay systems based on the responsibilities and skill requirements of the job.
Which external environmental factors directly impact an organization's performance?
-
Shareholders and society
-
Strategy and technology
-
Labor force and economy
-
Structure and culture
Explanation
Correct answer:
C) Labor force and economy
Explanation:
The labor force and the economy are external factors that significantly impact an organization's performance by influencing the availability of workers, wage levels, and market conditions.
Why the other options are wrong:
A) Shareholders and society: While shareholders and societal trends can influence organizational decisions, they are not as directly tied to daily operations as the labor force and economy.
B) Strategy and technology: These are internal factors driven by the organization, not external.
D) Structure and culture: These are also internal factors, not external environmental factors.
What should the company use to determine the appropriate compensation level for this new position?
-
Job transfer
-
Job recruiting
-
Job evaluation
-
Job rotation
Explanation
Explanation:
Job evaluation is the process used to systematically assess the relative worth of a job within an organization. By analyzing the duties, responsibilities, skills, and required qualifications of the position, the company can determine a fair and competitive compensation level. Job transfer and job rotation involve moving employees between positions, and job recruiting focuses on attracting candidates, not setting pay levels.
Correct answer:
Job evaluation.
What is the purpose of a job posting in recruitment processes?
-
The purpose of a job posting is to manage employee benefits and compensation packages.
-
The purpose of a job posting is to evaluate employee performance and conduct appraisals.
-
The purpose of a job posting is to provide training and development opportunities to employees.
-
The purpose of a job posting is to inform employees (or external candidates) about available job openings within the organization.
Explanation
Correct Answer
D. The purpose of a job posting is to inform employees (or external candidates) about available job openings within the organization.
Explanation
A job posting serves to communicate information about job vacancies within the organization. It provides details such as job title, description, responsibilities, and application procedures, helping attract suitable internal or external candidates.
Why other options are wrong
A: The purpose of a job posting is to manage employee benefits and compensation packages: Managing benefits and compensation is unrelated to job postings.
B: The purpose of a job posting is to evaluate employee performance and conduct appraisals: Job postings are recruitment tools, not performance evaluation methods.
C: The purpose of a job posting is to provide training and development opportunities to employees: Job postings are intended to fill open positions, not to offer training opportunities.
Which of the following best describes the four primary types of organizational culture that influence workplace dynamics and employee behavior?
-
Collaborative, hierarchical, innovative, results-oriented
-
Entrepreneurial, bureaucratic, consensual, competitive
-
Flexible, traditional, adaptive, strategic
-
Supportive, directive, transactional, transformational
Explanation
Correct Answer
A. Collaborative, hierarchical, innovative, results-oriented
Explanation
These four types of organizational culture are commonly used to describe different workplace dynamics and the corresponding behaviors:
Collaborative cultures focus on teamwork and communication.
Hierarchical cultures emphasize structure, control, and clear authority.
Innovative cultures prioritize creativity, risk-taking, and flexibility.
Results-oriented cultures focus on achieving outcomes and meeting goals.
Why other options are wrong
B. Entrepreneurial, bureaucratic, consensual, competitive: These terms describe types of organizational behavior, but they don't match the four primary cultural types typically referenced in management literature.
C. Flexible, traditional, adaptive, strategic: These are more descriptive of how an organization might approach change and strategy but aren't recognized as the main cultural categories.
D. Supportive, directive, transactional, transformational: These refer to leadership styles rather than types of organizational culture.
What is the definition of implied contract?
-
An agreement created through the actions of the employer and employee rather than through negotiation and documentation
-
The terms and conditions of the relationship between an employer and employee that are documented in a written contract
-
Laws that prohibit discrimination based on age, race, and gender
-
The common law doctrine that employers can hire, fire, or promote an employee for any reason
Explanation
Explanation:
An implied contract arises not from written or spoken words but from the actions, conduct, or circumstances of the employer and employee that indicate a mutual agreement. For example, consistent promises of continued employment, regular work schedules, or company policies can create an implied contract even without formal documentation. This differs from explicit, written contracts, employment-at-will doctrine, or anti-discrimination laws, which are legal frameworks rather than agreements implied by behavior.
Correct answer:
An agreement created through the actions of the employer and employee rather than through negotiation and documentation.
Which human resource function helps the organization understand the number and type of employees the organization will need in the future?
-
Compensating
-
Planning
-
Appraising
-
Recruiting
Explanation
Correct answer:
B) Planning
Explanation:
HR planning involves forecasting the organization's future needs for employees, both in terms of numbers and the skills required, to align with strategic goals.
Why the other options are wrong:
A) Compensating: Compensation focuses on rewarding employees, not on understanding future workforce needs.
C) Appraising: Appraising involves evaluating employee performance, not forecasting future needs.
D) Recruiting: Recruiting is about attracting talent, but HR planning is the process that identifies what talent will be needed.
Unwelcome comments or actions of a sexual nature that interfere with an individual's work performance or create an intimidating environment are referred to as ____ harassment.
-
Sexual
-
Verbal
-
Physical
-
Emotional
Explanation
Correct Answer
A. Sexual
Explanation
Sexual harassment refers to unwelcome comments, actions, or behavior of a sexual nature that negatively impact an individual's work performance or create a hostile or intimidating environment.
Why other options are wrong
B. Verbal: Verbal harassment could be a part of sexual harassment but does not specifically refer to actions of a sexual nature.
C. Physical: Physical harassment can also occur in various forms but does not specifically indicate sexual behavior.
D. Emotional: Emotional harassment could describe behavior that affects someone's emotional well-being but is not focused on sexual comments or actions.
How to Order
Select Your Exam
Click on your desired exam to open its dedicated page with resources like practice questions, flashcards, and study guides.Choose what to focus on, Your selected exam is saved for quick access Once you log in.
Subscribe
Hit the Subscribe button on the platform. With your subscription, you will enjoy unlimited access to all practice questions and resources for a full 1-month period. After the month has elapsed, you can choose to resubscribe to continue benefiting from our comprehensive exam preparation tools and resources.
Pay and unlock the practice Questions
Once your payment is processed, you’ll immediately unlock access to all practice questions tailored to your selected exam for 1 month .
Frequently Asked Question
The subscription includes 120+ expertly crafted exam practice questions and answers covering key HRM topics like recruitment, performance management, compensation, and strategic HRM.
The subscription costs $30 per month for full access to the practice questions.
This is designed for students taking HRM 2110 D351 - Functions of Human Resource Management (GLO1) who want to enhance their exam preparation with high-quality practice questions.
You can subscribe by visiting ulosca.com, selecting the HRM 2110 D351 course, and following the payment instructions.
Yes! We update the question bank periodically to ensure relevance and alignment with the latest HRM 2110 D351 course requirements.