ACAMS Practice Questions
Accounting Cycle and Classifying Accounts
Accounting for Merchandising Activities
Accounting for Pensions
Accounting Information Systems
Activity Based Costing
Adjusting Accounts for Financial Statements
Advertising and Public Relations
Analysis and Forecasting Techniques
Analyzing and Recording Transactions
Asset Demand and Supply under Uncertainty
Auditing and Attestation
Bonds and Long Term Notes Payable
Business Analytics & Technology Management Chapter 2
Business Analytics & Technology Management Chapter 3
Business Analytics & Technology Management Chapter 4
Business Analytics & Technology Management Chapter 5
Business Analytics & Technology Management Chapter 6
Business Ethics and Governance
Business Organisations and Environment
Business Process Performance
California Real Estate
Capital Budgeting and Managerial Decisions
Changes in Accounting Principles
Changing Marketing Environment
Consolidated Financial Statements
Cost Accounting Final exam
Cost Accumulation Systems
Cost Allocation Techniques
Cost and Managerial Accounting
Cost of Capital
Cost Terms and Classifications
Cost Volume Profit Analysis
Currency Exchange Rates
Customer Relationships and Value
CVP Analysis and Marginal Analysis
Decision Makers Household Sector
Demand for Money
Derivative Instruments and Hedging Activities
Dividends, Shares, and Income
Employee Training and Development
Environments of Business
Essence of Management
Ethical and Professional Standards
Ethics and Social Responsibility
Ethics for Management Accountants
Federal Securities Acts
Financial and the Nonfinancial Sectors
Financial Decision Making
Financial Intermediaries and Financial Markets
Financial Markets and Securities Offerings
Financial Statements and Accounting Transactions
Flexible Budgets and Standard Costs
Florida Real Estate MCQs
Fundamental Accounting Principles
Global Marketing and World Trade
Governmental Accounting State and Local
Human Resource Management
Human Resource Planning
Insurance and Risk Management
Integrated Marketing Communications and Direct Marketing
Interactive Marketing and Electronic Commerce
Internal Auditing and Systems Controls
Internal Control and Cash
Interpersonal and Organizational Communication
Introduction to Business
Introduction to Human Resource Management
Introduction to Human Resources Assessment
Investment Risk and Portfolio Management
Job Order Costing
Long Term Investment
Long Term Securities
Management and Cost Accounting
Managerial Accounting Concepts and Principles
Managing Organizational Change
Managing Production and Operations
Managing Products and Brands
Market Segmentation Targeting and Positioning
Marketing and Corporate Strategies
Marketing Channels and Wholesaling
Master Budgets and Planning
Mergers and Acquisitions
Money and Banking
Not For Profit Accounting
Organization and Operation of Corporations
Organizational Markets and Buyer Behaviour
Organizational Structure and Design
Personal Selling and Sales Management
Principles and Practices of Management
Production and Operations Management
Profitability Analysis and Analytical Issues
Profitability Analysis and Decentralization
Property Plant and Equipment
Reporting and Analyzing Cash Flows
Responsibility Accounting and Performance Measures
Risk and Procedures for Control
Service Department Costing
Short Term Financing
Short Term Investment
Standard Costs and Variance Analysis
Statement of Cash Flow
Statement of Comprehensive Income
Statement of Financial Position
Stock Market and Stock Prices
Strategic Marketing Process
Structure of Interest Rates
Supply Chain and Logistics Management
System Analysis and Design
Texas Real Estate
The Management Challenge
Total Quality Management
Understanding Exchange Rates
Understanding Interest Rates
Understanding Interest Rates Determinants
Human Resource Planning
Human Resource Planning MCQs
HR policies must work in compliance with the organization’s overall strategy?
Which of the following is NOT a function of Human Resource Management?
Planning HR needs
Compensating and motivating employees
Appraising client behavior
Staffing the organization’s needs
What is an example of indirect compensation when it comes to rewards that are given to employees?
Rewards that are linked to the performance on the job
Rewards that are only given to managers or above
Rewards that are given for simply being a part of the organization
Rewards that are given for employee of the month
Performance appraisals are important for both measuring and monitoring an employee’s contribution, but they are also often the basis for deciding wh...
Whether or not to give promotions
Whether or not to implement certain retention strategies
Whether or not to implement certain HR strategies
Whether or not to change the management system
When working to improve the organization’s quality of work life, it is important to look at which part of the organization?
The compensation packages offered by competitors throughout the world
The physical health environment at work
The product materials in manufacturing
The bonuses paid to the CEO
HR functions are important because they serve to attract employees (an explicit objective). HR also has a few implicit objectives. Which of the follow...
Improvement in developing individuals
Improvement of wages
Improvement of productivity
Improvement in retaining individuals
Which position in the organization determines how important human resource management will be to that organization?
In the early 1900s, what was Human Resources primarily concerned with?
Distributing paychecks and working with unions
Being a protector
Being a strategic partner
Engaging in training and development
Which of the following is not a way HR professionals can create an ethical organizational culture?
Creating a positive work environment
Constant monitoring of employees
Establishing an open-door policy
Hiring ethical individuals
What is one way that HR can improve the quality of life for most employees in today’s world?
Increase the amount of control employees have over their own jobs
Give the employee a specific job without letting them expand beyond that
Let the employees be less involved in their work
Be very detailed in defining employee tasks and responsibilities, creating a very structured work environment
True or False: HR department executives are now just as concerned with profits as any other executive.
Many millennials entering the workforce can be describe as _______________?
Wanting to please authority
Because new millennials entering the workforce are cynical and less patient with respect to authority, they sometimes do not get along with older work...
Know how to recruit employees
Know how to manage supervisors
Know how to retain employees
Know how to manage the skills of young workers
What is "strategy"?
Strategy describes environmental efforts of the firm.
Strategy is an explanation of past performance.
Strategy refers to how an organization is going to compete.
Strategy is innovation within the firm.
What is a societal trend that affects HR and its functions?
A decrease in the speed of external changes
Symptoms of dysfunction in the workplace
The economy, changes in technology, and competition are all examples of what type of environment that an organization has to be aware of?
The internal environment includes factors that the organization has no control over.
The economy is a critical element of the external environment and can have a significant impact on HR activities. What does a strong economy tend to c...
A reduction in the need for training
An increase in unemployment
A decrease in wages
A more competitive market for recruiting talent
When the North American Free Trade Agreement (NAFTA) was created in 1994, were corporations forced to become more or less competitive?
What have organizations started doing with their structure as the use of technology has increased in the workplace?
They have decreased the number of management levels in the organization
They have kept the number of management levels basically the same
Organizational structures have become fatter and fatter
They have increased the number of management levels in the organization
The effectiveness of an organization’s HR management function depends largely upon...
The wages of the HR department
The hierarchy of the HR department
The amount of people in the HR department
The quality of people in the HR department
As HR professionals engage in more and more roles within the organization, HR will be more effective in helping the organization do what?
Improve quality of work life
Improve compensation packages
Improve management hierarchy
What is a not a necessary competency for today’s HR professionals?
Designing processes and performance systems
Keeping things the same in the organization to help stabilize it when change threatens it
Developing and creating community initiatives
Keeping up-to-date on technological advances in HR applications
HR professionals need to focus solely on acquiring HR knowledge and skills so that they can be more effective to the organization in all roles they un...
What is one of the two categories of HR professionals?
HR specialists are generally found in small firms.
Which skill is not necessary for HR specialists to have to do their job well?
Knowledge of what other specialists do
Knowledge of the organization
Knowledge of accounting
The skills required for their specialty
An HR generalist will generally have a broader understanding of HR compared to an HR specialist, who will typically have detailed knowledge about a sp...
What is a job that HR generalists do not do?
Administer compensation programs
Ensure compliance with federal and state regulations
Handle employee relations
Focus on one area of HR
To be most effective in their duties, the HR department should be in what position of the organization’s hierarchy?
The same as the top managers
It doesn’t matter as HR will be equally effective in all
The same as the front line workers so they have access to them
The same as the line managers
HR needs to implement all of the HR activities, making sure not to delegate the implementation to line managers who may not implement them correctly. ...
What can HR departments do to help minimize the costs of HR in an organization?
Fire some employees so HR has more money to do their job
Fire most HR employees so a few can do the job of many
Measure the costs and benefits of different policies and implement the best ones
Hire more HR employees to help implement more strategies for the company
HR departments should be departments that advocate and implement change.
Line managers are the ones that most often implement the initiatives that the HR department has come up with. What should HR not do when helping line ...
Provide the job candidates needed for the implementation
Give the information needed on regulations and legislation
Take over the job so that it will be done successfully
Provide the information needed about health and safety standards
The responsibility of HR in the organization is solely the responsibility of the HR manager and HR staff.
Many employees are taking a more active role in managing their own careers, what is something they are NOT doing?
They are determining their own performance standards and goals
They are designing their own jobs
They are assessing their own needs and values
They are determining the implementations that the HR department should undertake
It has been suggested throughout this course that HRM cannot be effective without the support and direction of top management. Without that support, H...
Although employees are starting to take a more active role in managing their own careers, the HR department still plays a significant role. What is th...
The HR department will decide who is hired and laid off
The HR department guides the process to make sure the employees plans line up with the company’s objectives
The HR department decides the salaries
The HR department is making the goals and the performance standards for the employees
Most small organizations have a specialized HR department.
What is the goal of the selection process when trying to staff an organization’s needs?
Find the candidate that will take the smaller wage package
Find the smartest candidate out of all those looked at
Create a match between candidate’s ability and the needs of the job
Find the candidate with the best personality
What are millennials, who are just now entering the workforce, concerned about?
Receiving direct compensation
Following the decisions of management
Opportunities for personal growth
Having a very static job so they have more job security
There are eight separate HR functions and activities that were discussed at the beginning of this topic. How must an organization view these functions...
As a unit
As separate, unconnected parts
Which of the following work designs can HR help implement that will serve to increase productivity and value?
Structured work, where employee tasks and responsibilities are highly detailed
Less structured work, where employees can be more creative
Legislation continues to put an emphasis on the rights of whom?
HR’s function traditionally was limited to attracting and hiring employees, but today, HR has many more functions. Which of the following is not a n...
In the changing world, what terms are now being used to describe the traditional work environment?
HR tactics can help organizations in many ways. Which of the following is not something HR helps with?
Preparing the organization to stay the same in spite of surrounding changes
Preparing the organization for change
Building employee commitment and morale
Helping organizations implement a strategic direction
Employees provide a non-replicable competitive advantage to the organization no matter what practices HR implements in the organization.
One of HR’s main objectives is to improve productivity. Which of the following best describes what HR managers should strive for when improving prod...
Increasing output with higher quality
Increasing quality while decreasing output
What does corporate culture represent?
The organization’s value system
The organization’s system of management
The organization’s reward system
The organization’s structure
Organizational size is an important factor in determining HR activities. With some exceptions, the larger the organization, the more developed its int...
The smaller the organization, the less the external market affects it
The larger the organization, the less the external market affects it
Size does not matter as the external market doesn’t affect organizations
Size does not matter, the external market affects both large and small organizations equally
It is important for an HR manager to have the ability to be accepted by different groups. Answer:
HR managers must have a propensity for action.
HR salaries exhibit a wide disparity of pay levels. Generally, are human resource managers paid more in large companies or small companies?
Although HR generalists and specialists should possess many of the same qualities, which of the following is correct about the level of expertise they...
HR generalists and specialists should have the same level of expertise
HR generalists need more in-depth expertise than specialists
HR specialists need less expertise than HR generalists
HR specialists must have a more in-depth level of expertise
HR professionals have a job that is mostly static and does not require the HR professional to be innovative and ready for change.
HR staff should be in close proximity to the line managers so they can keep up on their needs.
Top management has a great influence on the HR manager and the department. How does top management influence the HR department the most?
By the salaries they are willing to pay
By the employees that top management hires
By the managers that top management hires
By the roles they allow the department to play
HRM is the responsibility of all managers in the organization.
Who makes the final decision as to whether a law complies with the provisions of the U.S. Constitution?
The House of Representatives
The Supreme Court
In the United States, the employment relationship is governed by what?
Employees and management
What is the supreme law of the land in the United States?
The United States Constitution
One function of the Constitution is to guarantee fundamental rights to citizens.
What does common law not give to or require of the courts?
Overly strict adherence to law
Power to exercise fairness
Power to exercise equity
Lenient adherence to law
Which is the only state that does not embrace the doctrine of employment at-will?
There are three exceptions to the at-will doctrine. Which exception to the employee at-will doctrine is only valid in a handful of states?
Implied covenant of good faith
An implied contract can be created by all of the following actions, except... Answer:
Through employer’s handbooks, policies and practices
Through non-formal contract negotiation and documentation
Through a formal contract negotiation and documentation
Through oral assurances to an employee
When an employee is fired for refusing to break the law, this is an example of which type of exception to the employment at-will doctrine? Answer:
It is not an exception
Implied covenant of good faith and fair dealing
When an employee is fired without the manager following the procedures in the employee handbook, and there is no language in the handbook that can pro...
Implied covenant of good faith and fair dealing
There is no exception
The federal agency created by the Civil Rights Act of 1964 is the Equal Employment Opportunity Commission (EEOC). When was the EEOC given the authorit...
The EEOC only conducts enforcement for Title VII of the Civil Rights Act of 1964.
With regard to HR, what is the definition of a "test"?
Anything used to make an employment decision
Anything used to decide a person’s ethnicity
Only written tests and drug tests
Only interviews and applications
What does Title VII not prohibit employers from doing?
Discriminating against individuals in terms of compensation
Basing employment decisions on valid tests
Hiring individuals based on race
When was Title VII included in the Civil Rights Act of 1964? Answer:
Title VII specifically prohibits any form of harassment.
To be considered sexual harassment of gender discrimination, the harassment must involve at the very least:
Harassment directed at an employee because of gender
Requests for sexual favors
Under the 1978 Pregnancy Discrimination Act (PDA) of Title VII, employers must:
Establish a predetermined length of time for the employee to stay at home with the baby after birth
Treat women who are pregnant in the same manner as others with similar ability or inability to work
Treat pregnant women with special consideration above others with similar limitations
Provide a health insurance plan that covers pregnancies at a discounted price
The word "sex" was only inserted into the Title VII of the Civil Rights Act of 1964 right before the passage of it.
Stereotyping how men or women should act is not included in gender discrimination.
Age was originally included in Title VII of the 1964 Civil Rights Act.
Instead of including age in Title VII of the 1964 Civil Rights Act, what did Congress decide to do at the time?
Decided age discrimination wasn’t an issue and didn’t look into it for many years
Decided there was too much discrimination against age and it would need a separate vote to figure out how to handle it
Decided to conduct an investigation to see if age discrimination was a problem
Decided to put it to a vote at the next session of Congress
What must an employee be able to show to establish a claim of age discrimination?
They are under 65 years old
Their employer has at least five employees
They are over 35 years old
They were treated less favorably than another younger employee
With some exceptions, the ADEA prohibits employers from requiring employees to retire at a certain age. Which of the following is an exception?
Oil rig operators
To protect older workers from potential abuse and to prevent employers from circumventing the ADEA protections, the Older Workers Benefit Protection A...
The idea of religious liberty is very much ingrained in American social and political life.
When was religion first defined in Title VII of the Civil Rights Act?
In today’s culture, Muslims seem to be facing more discrimination than other religious groups. What seems to be a cause for this increase?
Their manner of dress
The change in immigration patterns and the events of 9/11
Their religious practices
What is the first thing an employer must do if an employee asks for an accommodation because of a work-religion conflict?
Tell the employee to figure out how to make their religion and work duties function together
Determine if the conflict is indeed a religious one
Give the employee their requested accommodation
Employees may not demand a particular accommodation other than a reasonable one offered by the employer.
What president gave civil rights legislation to Congress in 1963?
Race and color are the same thing.
The original reasoning behind the Civil Rights Act of 1964 was to protect Black Americans. When were all races included in the Civil Rights Act?
It is okay to have an occasional joke about race in the workplace as long as the victim is a participant.
The EEOC’s definition of race and color encompasses all of the following, except:
The ADA’s definition of a disability includes a person being perceived as having a physical or mental impairment.
What kind of accommodation must an employer make for a disabled person, to be in accordance with the ADA law?
Any accommodation necessary
Whatever accommodation the disabled employee wants
When the ADA was originally passed by Congress, how many employees did an organization or company have to have to fall under the ADA law?
The ADA does not require an employer to hire a person with a disability if they are not qualified.
How does the ADA define a qualified individual?
A person who has good education or has graduated from a university and has a degree
A person who has good ideas and motivation
Any person that can fill out an application form and complete the interview well
A person who has the necessary skills for the essential function of the job
What is affirmative action?
Action by employers to overcome discrimination in their practices
Action by employers to create better, more cost-effective programs and practices
Action by employers to create barriers to minorities
Action by employers to overcome having too many minorities in their company
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