Title: The Role of Human Resources
Course: Question Banks

Q: The role of human resources is:
- To ensure all employees get compensated for their work equally across the organization. (Incorrect. HR management ensures organization policies and procedures are followed, along with the Equal Employment Opportunity Act and minimum wage laws.)
- to ensure employees produce the best work for the organization. (Incorrect. HR Management ensures the employees hired have the best skills, knowledge, aptitude, and attitude for the organization upon being hired. Instead of being seen as strictly “enforcers”, a more appropriate categorization would be professionals who promote the type of behavior that contributes to a healthy and productive culture.)
- to enforce organization policies and procedures. (Incorrect. Although creating and enforcing policies and procedures is one role of human resources, the main role is to support the organization by ensuring the organization has the right combination of skills, knowledge, aptitude, and attitude to achieve its goals.)
- to ensure that an organization has the right talent to achieve its strategic goals. (Correct. Human resource management plays the important role of ensuring an organization has the right combination of skills, knowledge, aptitude, and attitude to achieve its goals.)
A: to ensure that an organization has the right talent to achieve its strategic goals.

Q: You were just hired as an entry-level Human Resources Associate. Which would NOT be one of your roles?
- To ensure the company has the talent to achieve its goals. (Incorrect. One role of human resources is to ensure that an organization has the right combination of skills, knowledge, aptitude, and attitude to achieve its strategic goals.)
- To ensure the company is following relevant federal and state legislation. (Incorrect. This is one role of human resources. HR must ensure compliance with legislation such as the Equal Employment Opportunity Act, the Occupational Safety and Health Act, and minimum wage laws.)
- To develop people-related structures, policies, and procedures. (Incorrect. This is one role of human resources to contribute to a healthy and productive culture.)
- To ensure employees all get paid the same amount for the same job. (Correct. HR enforces state and federal legislature, such as minimum wage laws. Within a company, employees are often paid according to their skill set and qualifications.)
A: To ensure employees all get paid the same amount for the same job.

Q: As an HR professional, you’ve heard others talk about how your main role is to ensure your organization has the talent to achieve its strategic goals. What is another human resources role?
- To manage employees so they produce the highest level of work. (Incorrect. HR professionals are not managers. They are in their role to ensure compliance with company policies.)
- To make adjustments to company policies for specific employees based on management recommendation. (Incorrect. HR professionals enforce and adjust company policies for all employees to support the company, not target specific employees.)
- To act as an advocate for your employees. (Incorrect. While advocating for fair treatment of employees and advocating for the type of behavior that will create a healthy and productive culture, the role of HR is to support the organization.)
- To practice and promote the type of behavior that contributes to a healthy and productive culture. (Correct. One role of HR is to be a guardian and a champion of the workforce by practicing and promoting the type of behavior that contributes to the overall success of an organization.)
A: To practice and promote the type of behavior that contributes to a healthy and productive culture.

Q: As an HR manager, which of the following would you want your staff to consider while updating company HR-related policies?
- decreased workforce diversity (Incorrect. The current labor force is increasing in diversity. It is becoming more generationally, racially, and ethnically diverse.)
- predictable nature of work (Incorrect. The nature of work is changing due to the significant shift in the division of labor between human and machine.)
- decreased geopolitical risks (Incorrect. Geopolitical volatility poses a great threat to global employment and job creation.)
- increased employee expectations of employers (Correct. Employees are demanding more from their employers than ever before. Employees wish to have a more personalized work experience, a more flexible, equitable and inclusive culture, and social advocacy on the part of the employers.)
A: increased employee expectations of employers

Q: A large company has historically been composed of mostly native English speaking employees. Over the past few years, the company has begun to offer employee handbooks in a variety of languages. The company has also noted a change in the average employee age. What trend in HR management is described by this scenario?
- changes in workforce composition (Incorrect. Changes in workforce composition is a change in the type of employee, such as the addition of a “flexible workforce.” Companies are seeing an increase in independent contractors, freelancers, gig workers, and outsourcing.)
- increased employee expectations of employers (Incorrect. Employees have increased expectations of their employers, such as increased flexibility and more transparency. In the example above, we are referencing the diversity of workers.)
- changes in societal expectations (Incorrect. Changes in societal expectations refers to the fact that employers are increasingly judged on their relationships, rather than their products alone.)
- increasing workforce diversity (Correct. The labor force is not only generationally diverse, but is becoming more ethnically and racially diverse as well.)
A: increasing workforce diversity

Q: Sade is considering a new job offer from a highly respected company. During her interview, she expressed interest in a personalized work experience, a flexible and inclusive culture, and social accountability from the employer. This is an example of which HR management trend?
- changes in the nature of work (Incorrect. Changes in the nature of work refers to shifting the division of labor between human and machine due to automation.)
- market and industry 4.0 (Incorrect. Market and industry 4.0 refer to the “soft skills” employees bring to the table, such as communication, leadership, and empathy.)
- changes in the evaluation and valuation of talent (Incorrect. Changes in the evaluation and valuation of talent refers to the employer changes that will have to be made that define how candidates and employees are evaluated, compensated, and developed.)
- increased employee expectations of employer (Correct. Due to the tight labor market, employees have increased expectations of their employer.)
A: increased employee expectations of employer

Q: What are the main functions of human resource management?
- staffing, training and development, compensation, and enforcement (Incorrect. While HR is responsible for enforcing company policies, enforcement is one smaller aspect of a broader concept.)
- staffing, training and development, compliance, and administration (Incorrect. The administration function includes regulatory compliance and employee relations.)
- staffing, training and development, performance evaluation, and administration (Incorrect. Performance evaluations are included in the broader topic of compensation, which also includes job design, compensation and benefits, and payroll.)
- staffing, training and development, compensation, and administration (Correct. HR is responsible for people operations broadly. There are four main functions of HR management: staffing, training and development, compensation, and administration.)
A: staffing, training and development, compensation, and administration

Q: An HR professional is tasked with onboarding new hires for their company. Which primary HR management function would this fall under?
- staffing (Incorrect. The staffing function includes tasks such as job development or analysis, and continues through job elimination or separation.)
- compensation (Incorrect. The compensation function, also known as motivation, includes factors such as job design, compensation and benefits, performance appraisal, and related administration.)
- administration (Incorrect. Administration, also known as maintenance, includes regulatory compliance, employee relations, communications, records management, and reporting.)
- training and development (Correct. Training & development includes activities from hire to separation, such as onboarding, reskilling and upskilling, development, and career management.)
A: training and development

Q: An HR professional must speak to an employee regarding the company dress code. Which HR management function would this fall under?
- staffing (Incorrect. The staffing function starts with job development or analysis and continues through job elimination.)
- compensation (Incorrect. Responsibilities included in this function include factors that influence motivation, like job design and performance appraisal.)
- training and development (Incorrect. Training and development includes socialization, training, and development activities from hire to separation.)
- administration (Correct. The administration function includes regulatory compliance and employee relations, including associated communications, records management, and reporting.)
A: administration

Q: What does the key HR management metric, HR Expense to Operating Expense Ratio, describe?
- the number of employees supporting the HR function (Incorrect. The number of employees supporting the HR function is described as the Total HR Staff.)
- the number of human resource employees per 100 employees (Incorrect. The number of human resource employees per 100 employees is described as the HR-to-Employee ratio.)
- total HR expenses for a given fiscal year divided by the number of FTEs in the organization (Incorrect. Total HR expenses for a given fiscal year divided by the number of FTEs in the organization is described as the company’s HR Expense per FTE Ratio.)
- total HR expenses divided by operating expenses for a given fiscal year (Correct. The HR Expense to Operating Expense ratio describes how much money the company spends on human resources as compared to their entire operating expenses.)
A: total HR expenses divided by operating expenses for a given fiscal year

Q: Recruiting costs, such as job board postings, employer branding expenses, and candidate assessment costs, all contribute to which HR management metric?
- time to fill (Incorrect. Time to fill is a calculation based on the number of calendar days from when the job requisition was opened until after the offer was accepted. While recruiting costs can help lower this number, they are not included in the calculation.)
- number of positions filled (Incorrect. While recruiting costs can help increase the number of positions filled, they are not included in this calculation.)
- annual turnover rate (Incorrect. Recruiting costs are associated with hiring employees, not necessarily how many employees leave the company annually.)
- cost per hire (Correct. The cost per hire is calculated by the sum of costs related to a new hire (including any recruiting costs) divided by the total number of hires.)
A: cost per hire

Q: A company has an annual operating budget of $106.4 million. The company spends $4.2 million on employee salaries, which is 3.9% of its budget. Which HR management metric does 3.9% refer to?
- annual salary increase (Incorrect. The annual salary increase metric is calculated as the percentage of increase in salaries an organization expects to provide for its employees in a given fiscal year.)
- employee retention rate (Incorrect. We are unable to determine how many employees stayed with the company by looking at how much the company spends on employee salaries.)
- annual turnover rate (Incorrect. We are unable to determine how many employees left the company by looking at how much the company spends on employee salaries.)
- salaries as a percentage of operating expense (Correct. Salaries as a percentage of operating expense is calculated by dividing the total amount of employee salaries by the operating expenses for a given fiscal year.)
A: salaries as a percentage of operating expense

Q: You are currently a teacher, but have been considering a new career in human resources. You love teaching and coaching others to reach their full potential, and know you want to continue working with adult learners. Which HR position would be a great fit for you?
- Labor Relations Specialist (Incorrect. This position would require interpreting and administering labor contracts.)
- Compensation & Benefits Manager (Incorrect. This position would require planning, developing, and overseeing employee compensation programs. It also requires 5 or more years of experience working in HR.)
- Human Relations Manager (Incorrect. While this position would involve employee relations, it requires 5 or more years of experience working in HR.)
- Training & Development Specialist (Correct. As a Training & Development Specialist, you would help plan, conduct, and administer programs that train employees and improve their skills and knowledge.)
A: Training & Development Specialist

Q: You have been working for your company for 6 years as a Human Resources Specialist. You enjoy what you do, but are looking to be further challenged with more responsibility. What would be a logical next position for you?
- Labor Relations Specialist (Incorrect. This would be a great option if you wanted to try something different, such as interpreting and administering labor contracts.)
- Training & Development Specialist (Incorrect. This would be a great option if you wanted to try something different, such as helping to plan, conduct, and administer programs that train employees and improve their skills and knowledge.)
- Compensation & Benefits Manager (Incorrect. This position would be more appropriate for someone with experience regarding wage, salary, healthcare, and pension issues, such as a Labor Relations Specialist.)
- Human Resources Manager (Correct. In addition to development and support, your new role would include planning, directing, and coordinating HR functions broadly.)
A: Human Resources Manager

Q: For a recent college graduate interested in breaking into the industry who has little to no experience working in Human Resources, which of the following positions would you recommend they look into as an entry level position? Base your response on the statistics provided by the Bureau of Labor Statistics.
- Labor Relations Specialist (Incorrect. While the median pay is highest amongst the positions that require less than 5 years of relevant work experience, the projected job growth is negative.)
- Compensation & Benefits Manager (Incorrect. This position requires 5 years or more of relevant work experience.)
- Human Resources Manager (Incorrect. This position requires 5 years or more of relevant work experience.)
- Compensation, Benefits, and Job Analysis Specialist (Correct. According to the BLS, this position would be appropriate for someone with less than 5 years of relevant work experience. This position also has an estimated growth rate of 11% through 2026.)
A: Compensation, Benefits, and Job Analysis Specialist

Q: Which of the following is NOT a training option to help someone transition into a human resource management position?
- Bachelor’s and/or Master’s Degree (Incorrect. Many human resource management positions require both a bachelor’s degree and a master’s degree.)
- building soft skills (Incorrect. Building soft skills, like strong interpersonal skills and effective communication, are amongst the most relevant skills to learn as a manager.)
- experience in a human resources role (Incorrect. Job specific knowledge is necessary to promote to a managerial position.)
- specialized training in labor laws (Correct. Training in labor laws is specific to the city and state of the company. Much of this information can be learned on the job and does not require formal training.)
A: specialized training in labor laws

Q: Which relevant course for human resource roles in general would help an employee develop their “soft skills”?.
- finance (Incorrect. A finance course would teach a specific knowledge-based skill.)
- compensation analysis (Incorrect. While important, it is unlikely that this course would teach soft skills like teamwork and empathy.)
- benefits administration (Incorrect. A benefits administration course would teach skills necessary to analyze and compile employee benefits.)
- business communication (Correct. Business communication would focus on the soft skills one would need, such as interpersonal skills, communication, empathy, and how to work as a team.)
A: business communication

Q: According to the Bureau of Labor Statistics, which is necessary for any management position in human relations?
- Master’s Degree (Incorrect. While a Master’s degree is a benefit, it is not a necessity for all human resources management positions.)
- formal education in Human Resources (Incorrect. While formal education is a benefit, much of the same can be learned in job experience.)
- HR software training (Incorrect. While a benefit, there is no guarantee that all companies will use the same software learned in formal training.)
- soft skills (Correct. Human resource managers need exceptional interpersonal and communication skills.)
A: soft skills

Q: You are an HR professional and want to take your career to the next level. Which of the following is a good development option that might help you earn your next promotion?
- Gather leverage to negotiate a promotion by seeking other job offers (Incorrect. It is always the best option to show yourself in a positive light to your employer. You do not want to put your employer in a position where they would have to choose you over someone else by force.)
- Complete a Master’s degree in finance (Incorrect. While having a Master’s degree can make you more competitive in the workforce, it doesn’t necessarily prove your expertise in HR management.)
- Continue with the job you were hired for - you will eventually be promoted. (Incorrect. Many jobs have professional development requirements. Even if it is not a requirement, engaging in your professional development will make you more desirable for a promotion.)
- Earn a professional certification, such as SHRM-CP (Correct. Earning a professional certification proves expertise, adds to one’s professional credibility, and demonstrates commitment.)
A: Earn a professional certification, such as SHRM-CP

Q: For an HR professional who deals mostly with compensation; broadly including compensation, executive compensation, sales compensation, benefits, and work life issues, which of the following organizations would be the best fit to seek certification from?
- Society for Human Resource Management (SHRM) (Incorrect. SHRM produces industry research and publications, offers certification and organizes conferences based on the issues impacting today’s evolving workplace.)
- Council for Global Immigration (Incorrect. The Council for Global Immigration, a partner with the SHRM, is for HR professionals specializing in immigration-based employment.)
- HR Certification Institute (HRCI) (Incorrect. HRCI offers certification options for those who are just starting their HR career and HR experts, with eight credentials reflecting different levels of career advancement and geographic areas of expertise.)
- WorldatWork (Correct. WorldatWork offers certification programs such as Certified Compensation Professional (CCP), Certified Sales Compensation Professional (CSCP), and Certified Benefits Professional (CBP).)
A: WorldatWork

Q: For an HR professional who specializes in immigration-based employment, which institute would be the best choice to seek development options for career advancement?
- WorldatWork (Incorrect. WorldatWork specializes in offering development options for those with a focus in compensation.)
- Society for Human Resource Management (Incorrect. The SHRM produces industry research and publications, offers certification and organizes conferences based on the issues impacting today’s evolving workplace.)
- HR Certification Institute (HRCI) (Incorrect. HRCI offers certification options for those who are just starting their HR career and HR experts, with eight credentials reflecting different levels of career advancement and geographic areas of expertise.)
- Council for Global Immigration (Correct. The Council for Global Immigration, a partner with the SHRM, is for HR professionals specializing in immigration-based employment.)
A: Council for Global Immigration