MGT 420 MANAGEMENT AND LEADERSHIP
EXAM PAPER 2026 QUESTIONS WITH
SOLUTIONS GRADED A+
◉ Why do personnel policies exist? Answer: influence the
characteristics of the positions to be filled. An organization's personnel
policies are its decisions about how it will carry out human resource
management, including how it will fill job vacancies.
◉ Why is HR important/valuable to organizations? Answer: Hr had
become one of the most important organizational functions that involve
strategic planning.
◉ How does HR create a competitive advantage for companies?
Answer: An example is fortune 100 seems to create a sustainable
competitive advantage. Through steps:
analysis and design of work,
hr planning,
recruiting, selection,
training and development, performance management,
compensation
,◉ What does it mean for HR to be a "strategic partner" in an
organization? Answer: An example: Developing a program to select the
right employees for a dynamic work environment.
◉ What is the resource-based view of the firm? Answer: RBV is the
value of resources depends on several factors. Resources (financial,
physical, interpersonal) to create resource value it needs to be either rare
or difficult to imitate.
◉ Who is responsible for HRM? Answer: YOU, if you are in charge of
employees (performance management, training, recruitment &
Selection).
◉ A research study showed that a one standard deviation improvement
in HR policies was associated with _____ decrease in turnover. Answer:
7%
◉ To be an effective talent manager, HR needs to understand... Answer:
The structure of the organization
◉ What is "human capital"? Answer: The training, experience,
judgement, intelligence, relationships, and insights of your employees
that CAN add economic value to the organization.
,◉ In the article, "Why we love to hate HR..and what HR can do about
it," what does the author argues are steps that HR can take to be effective
(and stop the hate)? Answer: Set the agenda by controlling layoffs,
recruiting,
flexible work arrangement, performance management
◉ In the article "The war for talent," why is it called a "war" for talent?
Answer: the most important corporate resource over the next 20 years
will be talent: smart, sophisticated business people who are
technologically literate, globally astute, and operationally agile. And
even as the demand for talent goes up, the supply of it will be going
down.
◉ Who can perform a job analysis? Answer: HRM. Job design focuses
on jobs that are either being created or changed in some manner. This is
the process of defining the way work will be performed and the tasks
that will be required in a given job
◉ What are the steps of a job analysis? Answer: 1. Job description
2. Job Specification
◉ Job Description. Answer: list of the job tasks, rate the importance of
those tasks
, ◉ Job specification. Answer: formulating the KSAOs needed to perform
the most important tasks
◉ In job specification, what is a "skill"? Answer: Skill is "Know how"
which are trainable and people are not born with.
◉ What is the Fleishman Job Analysis System? Answer: It is a type of
job analysis tool in which Job analysis technique that asks subject-matter
experts to evaluate a job in terms of the abilities required to perform the
job.
◉ Job design is the process of..... Answer: defining the way work will be
performed and the tasks that will be required in a given job. (Spend a lot
of time understanding job design; it's critical to many aspects of HRM)
◉ What is industrial engineering and its purpose in HRM? Answer: It is
the study of jobs to find simplest way to structure work to maximize
efficiency. The purpose is to reduce complexity of work, quicker
training, used for highly specialized and repetitive jobs.
◉ In the Job Characteristics Model, understand what is meant by: skill
variety. Answer: The extent to which a job requires a variety of skills to
carry out the tasks involved.
EXAM PAPER 2026 QUESTIONS WITH
SOLUTIONS GRADED A+
◉ Why do personnel policies exist? Answer: influence the
characteristics of the positions to be filled. An organization's personnel
policies are its decisions about how it will carry out human resource
management, including how it will fill job vacancies.
◉ Why is HR important/valuable to organizations? Answer: Hr had
become one of the most important organizational functions that involve
strategic planning.
◉ How does HR create a competitive advantage for companies?
Answer: An example is fortune 100 seems to create a sustainable
competitive advantage. Through steps:
analysis and design of work,
hr planning,
recruiting, selection,
training and development, performance management,
compensation
,◉ What does it mean for HR to be a "strategic partner" in an
organization? Answer: An example: Developing a program to select the
right employees for a dynamic work environment.
◉ What is the resource-based view of the firm? Answer: RBV is the
value of resources depends on several factors. Resources (financial,
physical, interpersonal) to create resource value it needs to be either rare
or difficult to imitate.
◉ Who is responsible for HRM? Answer: YOU, if you are in charge of
employees (performance management, training, recruitment &
Selection).
◉ A research study showed that a one standard deviation improvement
in HR policies was associated with _____ decrease in turnover. Answer:
7%
◉ To be an effective talent manager, HR needs to understand... Answer:
The structure of the organization
◉ What is "human capital"? Answer: The training, experience,
judgement, intelligence, relationships, and insights of your employees
that CAN add economic value to the organization.
,◉ In the article, "Why we love to hate HR..and what HR can do about
it," what does the author argues are steps that HR can take to be effective
(and stop the hate)? Answer: Set the agenda by controlling layoffs,
recruiting,
flexible work arrangement, performance management
◉ In the article "The war for talent," why is it called a "war" for talent?
Answer: the most important corporate resource over the next 20 years
will be talent: smart, sophisticated business people who are
technologically literate, globally astute, and operationally agile. And
even as the demand for talent goes up, the supply of it will be going
down.
◉ Who can perform a job analysis? Answer: HRM. Job design focuses
on jobs that are either being created or changed in some manner. This is
the process of defining the way work will be performed and the tasks
that will be required in a given job
◉ What are the steps of a job analysis? Answer: 1. Job description
2. Job Specification
◉ Job Description. Answer: list of the job tasks, rate the importance of
those tasks
, ◉ Job specification. Answer: formulating the KSAOs needed to perform
the most important tasks
◉ In job specification, what is a "skill"? Answer: Skill is "Know how"
which are trainable and people are not born with.
◉ What is the Fleishman Job Analysis System? Answer: It is a type of
job analysis tool in which Job analysis technique that asks subject-matter
experts to evaluate a job in terms of the abilities required to perform the
job.
◉ Job design is the process of..... Answer: defining the way work will be
performed and the tasks that will be required in a given job. (Spend a lot
of time understanding job design; it's critical to many aspects of HRM)
◉ What is industrial engineering and its purpose in HRM? Answer: It is
the study of jobs to find simplest way to structure work to maximize
efficiency. The purpose is to reduce complexity of work, quicker
training, used for highly specialized and repetitive jobs.
◉ In the Job Characteristics Model, understand what is meant by: skill
variety. Answer: The extent to which a job requires a variety of skills to
carry out the tasks involved.
