FOREIGN TRADE UNIVERSITY FINAL EXAM QUESTIONS

HCMC CAMPUS Human Resource Management (QTR403)

_________________________ __________________________________

Semester: 2 Academic year: 2020 – 2021.

PAPER NO.: 02 Full-time/Part-time: Full-time.
Class code: 126, 127.
Form of Exam: Written and Multiple choice
Duration: 60 minutes (excluding paper distribution time)

SECTION A. MULTIPLE CHOICE

(4 marks, 0.2 marks for each question). Choose the one answer for each question and
fill in the Answer Sheet attached.

Question 1 (0.2 marks) : Which of the following involves learning that goes beyond today’s job
and has a more long-term focus?
A. training
B. career planning
C. development
D. organizational development
Question 2 (0.2 marks) A formal approach used by the organization to ensure that peopke with
the proper qualifications and experiences are available when needed is referred to as……………
A. career development
B. succession planning
C. career planning
D. performance management
Question 3 (0.2 marks) External data gathered through which means can help HR professionals
develop strategies for attracting top talent?
A. hiring patterns and turnover
B.social media outlets
C. demographic information
D. all of the above
Question 4 (0.2 marks) Which activity is engaged to create an inclusive corporate culture?
A. diversity management

1
B. corporate social responsibility
C. equal employment opportunity
D. affirmative action
Question 5 (0.2 marks) The firm’s corporate image or culture that attracts and retains ideal
employees is the best known as
A. job branding
B. brand culture
C. HR branding
D. employer branding
Question 6 (0.2 marks) : The goal of ____________is to have competent, adapted employees
who possess up-to-date skills, knowledge, and abilities to perform their current jobs more
successfully.
A. training and development
B. employee training
C. empowerment training
D. work process development
E. organization development
Question 7 (0.2 marks) : Which of the following describes the employee development function?
A. Providing technological support for all employees.
B. Ensuring that the organization has the necessary talent internally for meeting future human
resource needs.
C. Assisting employees in acquiring better skills for their current job.
D. Assisting employees in advancing their work lives.
E. Facilitating system-wide changes in the organization.
Question 8 (0.2 marks) : 8. Trang is an employment manager whose goal is to get qualified
persons into the right job. This activity is better known as _______.
A. salary planning
B. communication programs
C. benefits
D. recruiting
E. career development
2
Question 9 (0.2 marks) : Phuong graduated from your college about 10 years ago with an HRM
degree. She has developed job analysis and job evaluation materials for three different
organizations. She is well suited for which senior HRM position?
A. Compensation and benefits manager
B. Employee relations manager
C. Labor relations manager
D. Training and development manager
E. Employment manager
Question 10 (0.2 marks) : A large manufacturing organization uses several consulting firms to
provide training programs, private staffing agencies to perform recruiting and selection activities,
and a financial organization to handle benefits administration. This situation is an example of
A. outsourcing.
B. shared services.
C. decentralized work surveillance.
D. telecommuting.
E. offshoring.
Question 11 (0.2 marks). What is a goal-oriented process that is directed toward ensuring that
organizational processes are in place to maximize productivity of employees, teams, and
ultimately, the organization?
A. team management
B. performance management
C. organization development
D. career development
Question 12 (0.2 marks) : What HR approach affords employees the opportunity to capitalize on
their strengths and overcome identified deficiencies ?
A. recruitment
B. staffing
C. performance appraisal
D. selection

3
Question 13 (0.2 marks) : What is pay that a person receives in the form of wages, salaries,
commissions and bonuses called ?
A. direct financial
B. benefits
C. incentives
D. enticement
Question 14 (0.2 marks) : What is the systematic process of determining the skills, duties, and
knowledge required for performing jobs in an organization?
A. strategic planning
B. job enlargement
C. recruitment
D. job analysis
Question 15 (0.2 marks) : Which HRM function consists of training and development, individual
career planning and development activities, organization development, and performance
management and appraisal?
A. management by objectives
B. employee and labor relations
C. organizational development
D. human resource development
Question 16 (0.2 marks) : Which Talent Management process is used to emphasize culture, core
values, and key behaviors that support organizational strategy ?
A. Succession planning
B. Onboarding
C. Performance management
D. Workforce development
E. Workforce planning
Question 17 (0.2 marks) : Line authority is best defined as a manager’s right to ……….
A. use flexible decision-making powers
B. advise other managers or employees
C. advocate on behalf of his or her department

4
D. issue orders to other managers or employees
Question 18 (0.2 marks) : Employers are dependent on all of the following
except………………….
A. their workers’ knowledge
B. their workers’ education
C. their workers’ nationality
D. their workers’ training
Question 19 (0.2 marks) : Which term refers to exporting jobs to lower-cost locations abroad?
A. compensating
B. benchmarking
C. offshoring
D. warehousing
Question 20 (0.2 marks) : The process of attracting individuals on a timely basis, in sufficient
numbers, and with appropriate qualifications, to apply for jobs with an organization is referred to
as
A. human resource planning.
B. selection.
C. appraisal.
D. recruitment

SECTION B. WRITTEN/CASE STUDY

(6 marks, 3 marks for each question). Write your answer in the Answer Sheet
attached. Any copy and/or plagialism is not allowed.
Question 1 (3 marks) : You have been hired as the first director of human resources (HR) for
your organization. You will create this fictional organization, which will be used in this question.
For this question, complete the steps listed below:
- First, begin with an introduction that provides the name and basic description of your fictional
organization. Include the location (city, province, country), type of industry, and number of
employees.

5
- Second, explain the importance of equal opportunity as you see it through your eyes as the HR
director. Why is it important to have up-to-date knowledge about labor laws against
discrimination?
- Third, develop a brief nondiscrimination policy for your organization. Ensure that it reflects what
you must do to prevent discriminatory practices at your organization.

Question 2 (3 marks) : Micropower is a rapidly growing computer software firm, specializing in

tailor-made solutions for business. Increasingly, training for other businesses in its own and other
software packages has occupied the time of the consultants. Micropower sees this as a profitable
route for the future and such training is now actively sold to clients. Consultants both sell and carry
out the training. As an interim measure, to cope with increasing demand, the firm is now recruiting
some specialist trainers, but the selling of the training is considered to be an integral part of the
consultant’s role.
Micropower has just issued a mission statement which accentuates ‘the supply of and
support for sophisticated computer solutions’, based on a real understanding of business needs.
The firms considers that it needs to be flexible in achieving this and has decided that multitasking
is the way forward.
All consultants need to sell solutions and training at all levels, and be excellent analysis,
designers and trainers. Some 200 consultants are now employed. Most have a degree in IT and
most joined the firm initially because of their wish to specialize in the technical aspects of software
development, and spent some years almost entirely in an office-based position before moving into
a customer contact role. A smaller proportion were keen to concentrate on systems analysis, and
were involved in customer contact from the start.
In addition, there are 300 software designers and programmers who are primarily office
based and rarely have any customer contact. It is from this group that new consultants are
appointed. Programmers are promoted to two levels of designer and those in the top level of
designer may then, if their performance level is high enough, be promoted to consultant. There is
some discontent among designers that promotion means having to move into a customer contact
role, and there are a growing number who seek more challenges, higher pay and status, but who
wish to avoid customer contact. Another repercussion of the promotion framework is that around
a quarter of the current consultants are not happy in their role. They are consultants because they

6
valued promotion more than doing work that they enjoyed. Some have found the intense customer
contact very stressful, feel they lack the appropriate skills, are not particularly comfortable with
their training role and are unhappy about the increasing need to “sell”.
Questions for the case study:
- What immediate steps could Mircopower take to help the constants, particularly those who
feel very unhappy, perform well and feel more comfortable with their new roles?
- In the longer term how can Micropower reconcile its declared aim of multiskilling with a
career structure which meets both organizational and employee needs?
- What other aspects of HR strategy would support and integrate with the development
strategy of multiskilling?

--------------------------------------End of test--------------------------------------
Note: - This paper contains 20 questions from Section A, 2 questions from Section B, 7
.pages.
- Students are allowed to use materials during the examination.
- Invigilators shall not provide further explanation.