UND MGMT 302 EXAM QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026

UND MGMT 302 EXAM QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026 Core competency - Answers Unique capability that creates high value for a company (Organizational assets) Human capital / Intellectual capital - Answers The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization's workforce Productivity - Answers Measure of the quantity and quality of work done, considering the cost of the resources used Unit labor cost - Answers Computed by dividing the average cost of workers by their average levels of output Innovation - Answers Process whereby new ideas are generated that create value for an organization Gig economy - Answers Most work is performed by freelance workers rather than full-time employees Social media - Answers Online communities where users create and share content and participate in networking HR generalist - Answers A person who has responsibility for performing a variety of HR activities HR specialist - Answers A person who has in-depth knowledge and expertise in a specific area of HR Human Resource (HR) Management - Answers Designing formal systems in an organization to manage human talent for accomplishing organizational goals HR Roles - Answers --Selecting, training, rewarding, managing, and retaining employees --Helping employees and managers find the right "fit" for an employee Ability-motivation-opportunity (A M O) model - Answers HR practices that lead to greater skill, greater motivation, and greater opportunity for workers to contribute to the organization HR as a core competency - Answers HR assists managers and employees in focusing on customers' needs --Contributes significantly to achieving organizational goals and maintaining a competitive advantage Organizational Culture - Answers Shared values and beliefs that give members of an organization meaning and provide them with rules for behavior (constant and ednuring) HR functions - Answers --Strategy and planning --Equal employment opportunity --Talent acquisition --Talent management --Total rewards --Risk management and worker protection --Employee and labor relations HR Management Challenges - Answers --Competition, cost pressures, and restructuring --Globalization --A changing workforce --Human resource and technology Areas for potential ethical problems in HR - Answers Compensation, development, staffing, performance management, E E O, and training --Ethical or unethical treatment of employees influences job satisfaction, turnover, absenteeism, commitment, performance, and how decisions are made HR management plays a key role as the keeper and voice of organizational ethics (true or false) - Answers true Earning a certification is an important step in establishing proficiency and credibility (true or false) - Answers true Continued education and recertification are equally important to effectively manage H R programs and practices (true or false) - Answers true Strategy - Answers A plan an organization follows for how to compete successfully, survive, and grow Strategic planning - Answers Defining organizational strategy, or direction, and allocating resources toward its achievement Strategic Planning Process for the Organization - Answers --Organizational mission --SWOT analysis --Establish goals and objectives --Formulate organizational strategies --Formulate supporting functional strategies --Implement --Evaluate and reassess organizational mission - Answers the core reason for the existence of the organization and what makes it unique the planning cycle takes about a year (true or false) - Answers false Multinational corporation (M N C) - Answers An organization that has facilities and other assets in at least one country other than its home country offshoring - Answers relocation of a business process or operation from one country to another, to respond to global labor conditions What is SWOT? - Answers strengths, weaknesses, opportunities, threats Managing a Talent Surplus - Answers -Reduce employee work hours or compensation -Attrition -Hiring freezes -Voluntary separation programs -Workforce downsizing/reduction in force (R I F) Managing a Talent Shortage - Answers -Increase employee work hours through overtime -Outsource to a third party -Implement alternative work arrangements -Use contingent workers (temporaries, independent contractors) -Reduce employee turnover Severance benefits - Answers Temporary payments made to laid-off employees to ease the financial burden of unemployment Outsourcing - Answers Transferring the management and performance of a business function to an external service provider Alternate Work Arrangements - Answers Nontraditional schedules that provide flexibility to employees Before the Deal (HR Activities during Mergers and Acquisitions) - Answers -Conduct due diligence -Assess risks -Identify possible conflicts During Integration (HR Activities during Mergers and Acquisitions) - Answers -Address key H R processes -Retain key talent -Recognize cultural differences Post Integration (HR Activities during Mergers and Acquisitions) - Answers -Optimize workforce -Identify and establish new culture Due diligence - Answers Comprehensive assessment of all aspects of the business being acquired Effectiveness - Answers Ability of a program, project, or task to produce a specific desired effect or result that can be measured Efficiency - Answers Degree to which operations are carried out in an economical manner HR metrics - Answers Specific measures of HR practices HR analytics - Answers An evidence-based approach to making H R decisions on the basis of quantitative tools and models Key HR Metrics - Answers --HR Staff and Expenses --Staffing --Compensation --Training --Retention and Quality --Development Benchmarking - Answers Process of comparing an organization's business results to industry standards or best practices Balanced scorecard - Answers A framework organizations use to report on a diverse set of performance measures Total cost of workforce (T C O W) - Answers Takes into account the full cost for all people that contribute work to the organization Return on investment (R O I) - Answers Calculation showing the value of investments in human capital R O I = C divided by (A + B) Human capital value added (H C V A) - Answers Adjusted operating profitability figure revenue − (operating expenses [compensation + benefit costs]) divided by (full-time head count) Human capital return on investment (H C R O I) - Answers Amount of profit derived from investment in labor revenue (operating expenses − [compensation + benefit costs]) divided by (compensation + benefit costs) Human economic value added (H E V A) - Answers Wealth created per employee (net profit after taxes − cost of capital) divided by (fulltime head count) HR audit - Answers Formal research effort to assess the current state of an organization's HR practices Strategic HR Management - Answers Provides input for strategic planning and develops specific HR initiatives to help achieve organizational goals HR can support organizational strategy by: - Answers --Hiring good employees --Placing employees in the right jobs --Rewarding employees fairly --Providing proper training --Fostering good employer-employee communication --Focusing employee efforts and rewards toward the company's bottom line Forecasting - Answers Uses information from the past and present to predict future conditions Forecasting Methods - Answers --Qualitative Methods (Subjective) --Quantitative Methods (Mathematical) HR Forecasting Planning Periods - Answers short: immediate intermediate: 1-3 years in future long: beyond 3 years Forecasting labor capability and availability is key to being able to achieve organizational goals (true or false) - Answers true protected characteristics - Answers race, skin color, age(40+), sex/gender, disability, genetic information, military status/experience, national origin (ancestry), religion, citizenship, marital status, medical history... (can vary by jurisdiction, and definition of these terms) Unlawful discrimination occurs when employment decisions are made based on... - Answers protected characteristics Disparate treatment - Answers Individuals with particular characteristics that are not job related are treated differently from others (intentional) Disparate impact - Answers When an employment practice that does not appear discriminatory adversely affects individuals with a particular characteristic (unintentional) Business necessity - Answers Practice necessary for safe and efficient organizational operations Bona fide occupational qualification (BFOQ) - Answers Legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration Burden of proof - Answers Individuals who file suit against employers must establish that illegal discrimination has occurred. Sufficient evidence, either factual or statistical, must be provided to the court to support the case and allow the plaintiff to continue with the claim. Retaliation - Answers Punitive actions taken by employers against individuals who exercise their legal rights Affirmative action - Answers Proactive employment practices to compensate for historical discrimination against minorities Affirmative Action Program - Answers Document that outlines proactive steps the organization will take to attract and hire members of underrepresented groups Pay equity - Answers Idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly Called comparable worth Glass ceiling - Answers Discriminatory practices that have prevented women and minority status employees from advancing to executive-level jobs Glass elevators - Answers Limits that keep women from progressing only in certain fields Nepotism - Answers Practice of allowing relatives to work for the same employer