4/25/26, 5:28 PM Week 3 - Quiz: BUS303: Human Resources Management (BFM2537B)
Week 3 - Quiz
Due Sep 28, 2025 at 10:59pm
Points 10
Questions 10
Time Limit 720 Minutes
This quiz is no longer available as the course has been concluded.
Attempt History
Attempt Time Score
LATEST Attempt 1 9 minutes 6 out of 10
Correct answers are hidden.
Score for this quiz: 6 out of 10
Submitted Sep 29, 2025 at 7:20pm
This attempt took 9 minutes.
Question 1
pts
Which of the following statements about training and development is true?
Employees perceive training and development opportunities to be more valuable than higher pay.
Training and development have strategic value over and above organizational goals and objectives.
Exceptional selection practices can compensate for lack of training and development.
Training and development can remedy all selection errors.
The answer can be found in Chapter 6.1 of BUS 303: Human Resource Management, in the sections
titled “The Strategic Value of Training and Development” and “Training Needs Assessment.”
Workers actively seek out employers who offer and promote training and career advancement. In fact,
training and career development are often valued more highly than higher salaries. However, training
alone has no strategic value unless it aligns with organizational goals and objectives and contributes to
job satisfaction. Therefore, statement “b” is not true.
Even organizations with exceptional recruitment and selection competencies may still lack critical KSAs
because market, environmental, and technological changes can render existing KSAs redundant,
obsolete, or of otherwise limited use. Thus, statement “c” is not true. On the other hand, many
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, 4/25/26, 5:28 PM Week 3 - Quiz: BUS303: Human Resources Management (BFM2537B)
personality traits cannot be trained and should be screened during the selection process. Therefore,
statement “d” is not true.
Question 2
pts
Which type of benefit is offered in the form of defined-benefit or defined-contribution plans?
Health care
Pension plan
Social Security
Severance pay
The answer can be found in Chapter 9.2 of BUS303: Human Resource Management, in the section titled
“Voluntary Benefits.” A pension plan is a retirement plan offered by an employer and funded by both the
employer and the employee. The employer’s contributions go toward the employees’ pension pool of
funds. The two most common pension plans are defined-benefit and defined-contribution plans. In a
defined-benefit pension plan, the employee receives a fixed amount of benefit at retirement based on the
amounts invested by the employer, employee, or both. This type of pension plan does not depend on the
performance of the investment pool. In a defined-contribution pension plan, commonly known as a
401(k), fixed contributions are made by the employer, employee, or both. The amount the employee
receives at retirement depends on the investment’s performance. Defined-contribution plans are more
common in today’s workplace than defined-benefit plans, which many employers are now phasing out.
Defined-contribution plans can realize substantial wealth for their holders but can also lead to major
wealth losses, as evidenced by the 2008 financial market crash, which wiped out many retirees’ lifetime
savings, forcing them back into the workforce. However, defined-benefit plans are not without risks
because many of them are underfunded, and some have declared bankruptcy and defaulted on their
promised payouts.
Question 3
pts
According to the recent survey conducted by, according to the 2024 Benefits Survey by the Society for
Human Resource Management (SHRM), which of the following is not true about employees who were
satisfied with their benefits?
Employers gain a significant competitive advantage when they can strategically design their benefit packages.
They were less likely to leave in the next six months.
Organizations should offer a wide range of benefits that cater to the needs of diverse groups of workers.
Modern employers are shifting toward holistic benefits strategies that encompass health and wellness programs,
financial security initiatives, work-life balance, and overall employee well-being, beyond traditional benefits such as
medical coverage and retirement accounts.
https://uagc.instructure.com/courses/150885/quizzes/437854 2/6
Week 3 - Quiz
Due Sep 28, 2025 at 10:59pm
Points 10
Questions 10
Time Limit 720 Minutes
This quiz is no longer available as the course has been concluded.
Attempt History
Attempt Time Score
LATEST Attempt 1 9 minutes 6 out of 10
Correct answers are hidden.
Score for this quiz: 6 out of 10
Submitted Sep 29, 2025 at 7:20pm
This attempt took 9 minutes.
Question 1
pts
Which of the following statements about training and development is true?
Employees perceive training and development opportunities to be more valuable than higher pay.
Training and development have strategic value over and above organizational goals and objectives.
Exceptional selection practices can compensate for lack of training and development.
Training and development can remedy all selection errors.
The answer can be found in Chapter 6.1 of BUS 303: Human Resource Management, in the sections
titled “The Strategic Value of Training and Development” and “Training Needs Assessment.”
Workers actively seek out employers who offer and promote training and career advancement. In fact,
training and career development are often valued more highly than higher salaries. However, training
alone has no strategic value unless it aligns with organizational goals and objectives and contributes to
job satisfaction. Therefore, statement “b” is not true.
Even organizations with exceptional recruitment and selection competencies may still lack critical KSAs
because market, environmental, and technological changes can render existing KSAs redundant,
obsolete, or of otherwise limited use. Thus, statement “c” is not true. On the other hand, many
https://uagc.instructure.com/courses/150885/quizzes/437854 1/6
, 4/25/26, 5:28 PM Week 3 - Quiz: BUS303: Human Resources Management (BFM2537B)
personality traits cannot be trained and should be screened during the selection process. Therefore,
statement “d” is not true.
Question 2
pts
Which type of benefit is offered in the form of defined-benefit or defined-contribution plans?
Health care
Pension plan
Social Security
Severance pay
The answer can be found in Chapter 9.2 of BUS303: Human Resource Management, in the section titled
“Voluntary Benefits.” A pension plan is a retirement plan offered by an employer and funded by both the
employer and the employee. The employer’s contributions go toward the employees’ pension pool of
funds. The two most common pension plans are defined-benefit and defined-contribution plans. In a
defined-benefit pension plan, the employee receives a fixed amount of benefit at retirement based on the
amounts invested by the employer, employee, or both. This type of pension plan does not depend on the
performance of the investment pool. In a defined-contribution pension plan, commonly known as a
401(k), fixed contributions are made by the employer, employee, or both. The amount the employee
receives at retirement depends on the investment’s performance. Defined-contribution plans are more
common in today’s workplace than defined-benefit plans, which many employers are now phasing out.
Defined-contribution plans can realize substantial wealth for their holders but can also lead to major
wealth losses, as evidenced by the 2008 financial market crash, which wiped out many retirees’ lifetime
savings, forcing them back into the workforce. However, defined-benefit plans are not without risks
because many of them are underfunded, and some have declared bankruptcy and defaulted on their
promised payouts.
Question 3
pts
According to the recent survey conducted by, according to the 2024 Benefits Survey by the Society for
Human Resource Management (SHRM), which of the following is not true about employees who were
satisfied with their benefits?
Employers gain a significant competitive advantage when they can strategically design their benefit packages.
They were less likely to leave in the next six months.
Organizations should offer a wide range of benefits that cater to the needs of diverse groups of workers.
Modern employers are shifting toward holistic benefits strategies that encompass health and wellness programs,
financial security initiatives, work-life balance, and overall employee well-being, beyond traditional benefits such as
medical coverage and retirement accounts.
https://uagc.instructure.com/courses/150885/quizzes/437854 2/6
