Functions of Human Resource Management (D351)
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Free Functions of Human Resource Management (D351) Questions
The organization's basic purpose and the scope of its operations is called its _____.
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Value
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Strategy
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Vision
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Mission
Explanation
Correct Answer
D. Mission
Explanation
The mission of an organization defines its fundamental purpose, core objectives, and the scope of its operations. It provides clarity on what the organization exists to do and serves as a guide for decision-making.
Why other options are wrong
A. Value: Values represent the principles and beliefs that guide an organization's culture, but they do not define its purpose or scope.
B. Strategy: Strategy outlines how an organization will achieve its goals, but it is based on the mission rather than defining it.
C. Vision: Vision describes the desired future state of the organization, while the mission focuses on its current purpose and scope.
Which selection instrument is used to obtain information on the applicant's motivation and details of previous experiences to get a more subjective feel for the candidate?
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Personality test
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Interview
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Resume
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Background check
Explanation
Correct answer:
B) Interview
Explanation:
An interview is a tool designed to gather both objective and subjective information about a candidate's experience, motivation, and fit for the position. It allows for deeper insights into the candidate's qualifications and personality.
Why the other options are wrong:
A) Personality test: While personality tests assess behavioral traits, they don't directly address the applicant's motivation or specific past experiences in the same way an interview does.
C) Resume: A resume provides factual, objective details about the candidate's background but does not give insight into their motivation or subjective qualities.
D) Background check: A background check verifies the accuracy of a candidate's past employment and other records but does not provide insight into motivation or personal experiences.
What is the role of HRIS in recruitment?
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HRIS evaluates employee performance within the organization.
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HRIS sets job requirements for open positions.
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HRIS conducts interviews with potential candidates.
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HRIS helps streamline and automate the recruitment process by storing, tracking, and managing candidate information.
Explanation
Correct Answer
D. HRIS helps streamline and automate the recruitment process by storing, tracking, and managing candidate information.
Explanation
HRIS (Human Resources Information System) plays a vital role in recruitment by centralizing and automating processes. It ensures that candidate information is easily accessible, enabling recruiters to manage and track recruitment activities effectively.
Why other options are wrong
A: HRIS evaluates employee performance within the organization: This refers to performance management, not recruitment.
B: HRIS sets job requirements for open positions: Job requirements are typically determined by hiring managers or HR professionals, not by HRIS.
C: HRIS conducts interviews with potential candidates: Conducting interviews involves human interaction and is not a function of HRIS.
Which area of expertise is useful for a human resources specialist assigned to work with unions?
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Organizational development
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Sexual harassment training
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Labor relations
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Payroll accounting
Explanation
Correct answer:
C) Labor relations
Explanation:
Labor relations focus on managing relationships between the organization and its employees, particularly regarding unionized environments. A specialist in this area works to negotiate, communicate, and resolve conflicts between management and union representatives.|
Why the other options are wrong:
A) Organizational development: While organizational development focuses on improving the overall functioning of the organization, it does not specifically focus on unions.
B) Sexual harassment training: This area focuses on educating employees about harassment prevention, not working with unions.
D) Payroll accounting: Payroll accounting handles employee compensation but does not deal with unions.
What is a job characteristics model?
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A conceptual framework for designing or enriching jobs based on core job characteristics
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A model illustrating the hierarchy of job roles within an organization
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A model depicting how many people work at an organization
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A model depicting how many jobs are at an organization
Explanation
Correct Answer
A. A conceptual framework for designing or enriching jobs based on core job characteristics
Explanation
The Job Characteristics Model is a conceptual framework developed by Hackman and Oldham. It identifies five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) that impact three critical psychological states, leading to increased job satisfaction, motivation, and performance. The model aims to make jobs more engaging and fulfilling for employees.
Why other options are wrong
B: A model illustrating the hierarchy of job roles within an organization: This describes an organizational chart, not the Job Characteristics Model.
C: A model depicting how many people work at an organization: This is unrelated to the Job Characteristics Model, which focuses on job design rather than workforce size.
D: A model depicting how many jobs are at an organization: The Job Characteristics Model does not deal with the quantity of jobs but rather the design and structure of individual jobs.
The activities an organization carries out to utilize its _____ effectively is referred to as human resource management.
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customers
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external stakeholders
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human resources
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suppliers
Explanation
Correct answer:
C) human resources
Explanation:
Human resource management (HRM) is specifically focused on managing and utilizing an organization's human resources (employees) effectively. It involves activities such as recruitment, training, development, compensation, and performance management.
Why the other options are wrong:
A) customers: HRM does not directly manage customers; it is focused on managing the workforce.
B) external stakeholders: HRM primarily focuses on internal resources (employees) rather than external stakeholders.
D) suppliers: HRM does not involve managing suppliers; that is typically handled by procurement or supply chain management.
What legislation mandates that employers must verify the identity and employment eligibility of new hires using the I9 form within a specified timeframe after hiring?
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Immigration Reform and Control Act of 1986
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Fair Labor Standards Act
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Civil Rights Act of 1964
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Employee Retirement Income Security Act
Explanation
Correct Answer
A. Immigration Reform and Control Act of 1986
Explanation
The Immigration Reform and Control Act (IRCA) of 1986 requires employers to verify the identity and employment eligibility of new hires using the I-9 form. This verification must occur within a specified timeframe after hiring.
Why other options are wrong
B. Fair Labor Standards Act: This law primarily deals with minimum wage, overtime pay, and child labor standards, not employment eligibility verification.
C. Civil Rights Act of 1964: This act prohibits employment discrimination based on race, color, religion, sex, or national origin, but it does not address employment eligibility verification.
D. Employee Retirement Income Security Act: This act focuses on the regulation of pension and health benefit plans and does not deal with employee eligibility verification.
Which two criteria will predict successful performance for the job?
- Expertise in business law
- Understanding of accounting practices
- Experience in business psychology
- Effective interpersonal communication skills
Explanation
Explanation:
Successful job performance typically depends on both technical skills and interpersonal skills. Depending on the role, expertise in specific areas such as business law or accounting practices may be necessary for completing tasks accurately, while effective interpersonal communication skills are essential for collaborating with colleagues, clients, or stakeholders. Among the options provided, understanding of accounting practices (technical competence) and effective interpersonal communication skills (social competence) are the two criteria most likely to predict overall job success.
Correct answer:
Understanding of accounting practices; Effective interpersonal communication skills.
Evaluating the potential legal implications of hiring practices, especially concerning equal opportunity and discrimination laws, is an example of managing _____.
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Operational risk
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Compliance risk
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Strategic risk
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Financial risk
Explanation
Correct Answer
B. Compliance risk
Explanation
Compliance risk involves ensuring that an organization's practices align with laws, regulations, and standards. Evaluating hiring practices for legal implications under equal opportunity and discrimination laws is a compliance activity, helping the organization avoid legal penalties and reputational damage.
Why other options are wrong
A. Operational risk: This relates to disruptions in business processes and does not focus on legal or regulatory compliance.
C. Strategic risk: Strategic risk concerns long-term goals and decisions, not the legal aspects of hiring practices.
D. Financial risk: Financial risk relates to the organization's monetary stability, such as investments or liabilities, rather than legal compliance.
Which of the following linkages has its human resource management functions built right into the strategy formulation and implementation processes?
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Integrative linkage
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Administrative linkage
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One-way linkage
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Two-way linkage
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Executive linkage
Explanation
Correct answer:
A) Integrative linkage
Explanation:
Integrative linkage refers to a model where human resource management (HRM) is fully integrated with the strategy formulation and implementation processes of the organization. HRM functions are closely aligned with organizational goals and are considered during strategic planning.
Why the other options are wrong:
B) Administrative linkage: This model only connects HR functions to administrative tasks and does not integrate them into the strategy formulation and implementation processes.
C) One-way linkage: In this model, HRM has a one-directional relationship with strategy, typically following the strategic plan without contributing to the strategy formulation.
D) Two-way linkage: This model involves HRM providing feedback on strategy but is less integrated into the overall strategy formulation and implementation process than integrative linkage.
E) Executive linkage: This option refers to a higher-level involvement of executives in HRM but does not necessarily indicate that HRM functions are integrated into strategy formulation and implementation.
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