HUMAN RESOURCE MANAGEMENT
EXAM ACTUAL COMPLETE QUESTIONS
AND 100% CORRECT ANSWERS 2025
UPDATE.
human resources (HR) - ANS the people within an organization—are one of the primary means
of creating a competitive advantage for the organization, because the ways we manage people
directly affect their performance.
employee engagement - ANS a combination of job satisfaction, ability, and a willingness to
perform for the organization at a high level and over an extended period of time
cost center - ANS is a division or department that brings in no revenue or profit for the
organization—running this function only costs the organization money.
Revenue centers - ANS are divisions or departments that generate monetary returns for the
organization.
productivity center - ANS a revenue center that enhances the profitability of the organization
through enhancing the productivity of the people within the organization.
Productivity - ANS the amount of output that an organization gets per unit of input, with human
input usually expressed in terms of units of time. Productivity is the end result of two
components that managers work to create and improve within the organization: Effectiveness
and Efficiency
Effectiveness - ANS a function of getting the job done whenever and however it must be done. It
answers the question, "Did we do the right things?"
Efficiency - ANS a function of how many organizational resources we used in getting the job
done. It answers the question, "Did we do things right?"
After a survey, the three biggest HRM challenges were concluded to be: - ANS Retaining and
rewarding the best employees
Developing the next generation of corporate leaders
Creating a corporate culture that attracts the best employees
The HR competencies and subcompetencies that will be the most critical - ANS Business
acumen:
HR metrics/analytics/business indicators
,Knowledge of business operations and logistics
Strategic agility
Organizational leadership and navigation
Relationship management
Communication
Every time that we survey managers in any industry or any department about managing others,
they bring up the following issues as being among the most important and most difficult things
that they deal with - ANS Productivity—defined above
Job satisfaction—a feeling of well-being and acceptance of our place in the organization
Turnover—permanent loss of workers from the organization. When people quit, it is considered
voluntary turnover, while when people are fired, it is involuntary turnover.
Absenteeism—temporary absence of employees from the workplace
Information Age - ANS an era that began around 1980, in which information became one of the
main products used in organizations; it is characterized by exponential increases in available
information in all industries.
Knowledge workers - ANS workers who "use their head more than their hands" and who gather
and interpret information to improve a product or process for their organizations.
Knowledge Workers Are in Short Supply. - ANS The majority of jobs being created in the
United States require skills possessed by only 20% of the current workforce."
Partly as a result of this shortage of skilled labor, we are seeing more older employees with high-
level skill sets remain in the workforce - ANS Some agencies estimate that over 90% of the
growth in the US labor force between 2006 and 2016 will be from workers ages 55 and older.29
So as a manager in a 21st century organization, your workforce will look much older than it has
historically.
Equal employment opportunity (EEO) and diversity management specialists - ANS ensure
compliance with equal opportunity laws and regulations as well as organizational affirmative
action plans (when such plans are required or desired). They also have responsibilities related to
the management of diverse employee groups within the company.
Staffing - ANS includes all of the things that we need to do to get people interested in working
for our company—going through the recruiting process, selecting the best candidates who apply,
and getting them settled into their new jobs.
, training and development - ANS have responsibility for the training processes within the
organization as well as for the development of curricula and lesson plans and the delivery of
training courses. You would also be involved with the development of talent within the company
so that employees are trained and ready to move into more senior positions as those positions
become vacant.
Employee Relations - ANS This specialty covers a wide array of items such as coaching,
counseling, and disciplining the workforce as needed. It also involves leadership and team-
building efforts within the organization. We also measure and evaluate job satisfaction and
employee engagement as part of employee relations. HR managers in this function have to keep
up with the many and varied laws relating to employee relations, and this specialty also involves
the management of employee communication.
Labor and Industrial Relations - ANS works with the laws and regulations that control the
organization's labor-related relationships with their workforce. HR managers who work in this
area might be involved in union votes, negotiations for union agreements, collective bargaining,
grievances, and other items that affect the union/management relationship within the
organization
Compensation and Benefits - ANS helps decide the total compensation package that the
organization will use to attract and retain the best mix of people with skills that are specifically
suited to the organization. A manager will have to understand the federal and state laws that deal
with compensation. You would also deal directly with all of the federal and state compensation
laws to ensure compliance in organizational pay and benefits procedures
Safety and Security - ANS you might work in the area of occupational safety and/or health to
make sure we don't injure our people or cause them to become sick because of exposure to some
substance they work with. This discipline also includes fields such as stress management and
employee assistance programs, which help employees cope with the demands of their jobs on a
daily basis. And finally, this function works to ensure that employees are secure from physical
harm inflicted by other workers, outsiders, or even acts of nature.
Ethics and Sustainability - ANS you would bear responsibility for seeing to it that the
organization acts in an ethical and socially responsible manner. You might work on codes of
ethics and also make sure employees live by those codes, such as by maintaining ways in which
employees can report violations of ethics (also known as whistle-blowing).
Sustainability - ANS meeting the needs of today without sacrificing future generations' ability to
meet their needs
Major HR Responsibilities of HR Staff and Line Management: The Legal Environment: EEO
and Diversity Management. - ANS the HR staff needs to know the laws and train the line
managers how to operate within the law, such as what line managers can and can't ask during the
interview process to follow EEO laws. HR staff may develop diversity programs and teach line
managers how to work with a diversity of employees.
EXAM ACTUAL COMPLETE QUESTIONS
AND 100% CORRECT ANSWERS 2025
UPDATE.
human resources (HR) - ANS the people within an organization—are one of the primary means
of creating a competitive advantage for the organization, because the ways we manage people
directly affect their performance.
employee engagement - ANS a combination of job satisfaction, ability, and a willingness to
perform for the organization at a high level and over an extended period of time
cost center - ANS is a division or department that brings in no revenue or profit for the
organization—running this function only costs the organization money.
Revenue centers - ANS are divisions or departments that generate monetary returns for the
organization.
productivity center - ANS a revenue center that enhances the profitability of the organization
through enhancing the productivity of the people within the organization.
Productivity - ANS the amount of output that an organization gets per unit of input, with human
input usually expressed in terms of units of time. Productivity is the end result of two
components that managers work to create and improve within the organization: Effectiveness
and Efficiency
Effectiveness - ANS a function of getting the job done whenever and however it must be done. It
answers the question, "Did we do the right things?"
Efficiency - ANS a function of how many organizational resources we used in getting the job
done. It answers the question, "Did we do things right?"
After a survey, the three biggest HRM challenges were concluded to be: - ANS Retaining and
rewarding the best employees
Developing the next generation of corporate leaders
Creating a corporate culture that attracts the best employees
The HR competencies and subcompetencies that will be the most critical - ANS Business
acumen:
HR metrics/analytics/business indicators
,Knowledge of business operations and logistics
Strategic agility
Organizational leadership and navigation
Relationship management
Communication
Every time that we survey managers in any industry or any department about managing others,
they bring up the following issues as being among the most important and most difficult things
that they deal with - ANS Productivity—defined above
Job satisfaction—a feeling of well-being and acceptance of our place in the organization
Turnover—permanent loss of workers from the organization. When people quit, it is considered
voluntary turnover, while when people are fired, it is involuntary turnover.
Absenteeism—temporary absence of employees from the workplace
Information Age - ANS an era that began around 1980, in which information became one of the
main products used in organizations; it is characterized by exponential increases in available
information in all industries.
Knowledge workers - ANS workers who "use their head more than their hands" and who gather
and interpret information to improve a product or process for their organizations.
Knowledge Workers Are in Short Supply. - ANS The majority of jobs being created in the
United States require skills possessed by only 20% of the current workforce."
Partly as a result of this shortage of skilled labor, we are seeing more older employees with high-
level skill sets remain in the workforce - ANS Some agencies estimate that over 90% of the
growth in the US labor force between 2006 and 2016 will be from workers ages 55 and older.29
So as a manager in a 21st century organization, your workforce will look much older than it has
historically.
Equal employment opportunity (EEO) and diversity management specialists - ANS ensure
compliance with equal opportunity laws and regulations as well as organizational affirmative
action plans (when such plans are required or desired). They also have responsibilities related to
the management of diverse employee groups within the company.
Staffing - ANS includes all of the things that we need to do to get people interested in working
for our company—going through the recruiting process, selecting the best candidates who apply,
and getting them settled into their new jobs.
, training and development - ANS have responsibility for the training processes within the
organization as well as for the development of curricula and lesson plans and the delivery of
training courses. You would also be involved with the development of talent within the company
so that employees are trained and ready to move into more senior positions as those positions
become vacant.
Employee Relations - ANS This specialty covers a wide array of items such as coaching,
counseling, and disciplining the workforce as needed. It also involves leadership and team-
building efforts within the organization. We also measure and evaluate job satisfaction and
employee engagement as part of employee relations. HR managers in this function have to keep
up with the many and varied laws relating to employee relations, and this specialty also involves
the management of employee communication.
Labor and Industrial Relations - ANS works with the laws and regulations that control the
organization's labor-related relationships with their workforce. HR managers who work in this
area might be involved in union votes, negotiations for union agreements, collective bargaining,
grievances, and other items that affect the union/management relationship within the
organization
Compensation and Benefits - ANS helps decide the total compensation package that the
organization will use to attract and retain the best mix of people with skills that are specifically
suited to the organization. A manager will have to understand the federal and state laws that deal
with compensation. You would also deal directly with all of the federal and state compensation
laws to ensure compliance in organizational pay and benefits procedures
Safety and Security - ANS you might work in the area of occupational safety and/or health to
make sure we don't injure our people or cause them to become sick because of exposure to some
substance they work with. This discipline also includes fields such as stress management and
employee assistance programs, which help employees cope with the demands of their jobs on a
daily basis. And finally, this function works to ensure that employees are secure from physical
harm inflicted by other workers, outsiders, or even acts of nature.
Ethics and Sustainability - ANS you would bear responsibility for seeing to it that the
organization acts in an ethical and socially responsible manner. You might work on codes of
ethics and also make sure employees live by those codes, such as by maintaining ways in which
employees can report violations of ethics (also known as whistle-blowing).
Sustainability - ANS meeting the needs of today without sacrificing future generations' ability to
meet their needs
Major HR Responsibilities of HR Staff and Line Management: The Legal Environment: EEO
and Diversity Management. - ANS the HR staff needs to know the laws and train the line
managers how to operate within the law, such as what line managers can and can't ask during the
interview process to follow EEO laws. HR staff may develop diversity programs and teach line
managers how to work with a diversity of employees.
