HAPPINESS
Intro to HRM: Exam I Study Guide
1
Some information about the exam: o 40 questions o All multiple choice o 5% of questions originate from videos, 10% from assigned articles, 90% from lecture slides and book
Example questions:
1. This job analysis tool uses the following scales to rate the importance of tasks: extent of use, amount of time, importance to the job, and possibility of occurrence.
A. Fleishman
B. Position Analysis Questionnaire
C. O*Net
D. Job Element Inventory
Answer: B. Position Analysis Questionnaire
2. Your company is currently faced with a labor shortage. You need to correct the situation, but want to choose an option that is fast, yet can be “undone” when the shortage goes away
(revocability). Of the following options, which one does NOT meet both of these conditions?
A. Overtime
B. New external hires
C. Temporary workers
D. Outsourcing
Answer: B. External Hires
HRM Overview
Three methods to assess whether HRM matters
The “resource-based view” of the firm o What are some kinds of “resources”? o What is a competitive advantage? o What factors contribute to making resources valuable and that, in turn, give companies a competitive advantage?
From the lecture slides and the article “Putting people first” (by Pfeffer and Veiga): In a study of 968 firms regarding their HRM practices conducted by Huselid (1995), a onestandard deviation improvement in HR practices resulted in what outcomes with regard to turnover, sales, and stock price? Know specific amounts/percentages.
From the lecture slides and the article “Putting people first” by (Pfeffer and Veiga):
Understand the “one-eight rule”
Intro to HRM: Exam I Study Guide
2
HR Challenges
The two (out of three) general HR challenges that we discussed (from Chapter 1 of the Lepak and Gowan text)
Strategy as an organizational demand o The two types of strategies o Their implications for managing employees
1
Some information about the exam: o 40 questions o All multiple choice o 5% of questions originate from videos, 10% from assigned articles, 90% from lecture slides and book
Example questions:
1. This job analysis tool uses the following scales to rate the importance of tasks: extent of use, amount of time, importance to the job, and possibility of occurrence.
A. Fleishman
B. Position Analysis Questionnaire
C. O*Net
D. Job Element Inventory
Answer: B. Position Analysis Questionnaire
2. Your company is currently faced with a labor shortage. You need to correct the situation, but want to choose an option that is fast, yet can be “undone” when the shortage goes away
(revocability). Of the following options, which one does NOT meet both of these conditions?
A. Overtime
B. New external hires
C. Temporary workers
D. Outsourcing
Answer: B. External Hires
HRM Overview
Three methods to assess whether HRM matters
The “resource-based view” of the firm o What are some kinds of “resources”? o What is a competitive advantage? o What factors contribute to making resources valuable and that, in turn, give companies a competitive advantage?
From the lecture slides and the article “Putting people first” (by Pfeffer and Veiga): In a study of 968 firms regarding their HRM practices conducted by Huselid (1995), a onestandard deviation improvement in HR practices resulted in what outcomes with regard to turnover, sales, and stock price? Know specific amounts/percentages.
From the lecture slides and the article “Putting people first” by (Pfeffer and Veiga):
Understand the “one-eight rule”
Intro to HRM: Exam I Study Guide
2
HR Challenges
The two (out of three) general HR challenges that we discussed (from Chapter 1 of the Lepak and Gowan text)
Strategy as an organizational demand o The two types of strategies o Their implications for managing employees