Business Administration Practice Exam
Course Introduction
Business Administration is a comprehensive course that explores the fundamental principles and practices involved in managing organizations effectively and efficiently. The curriculum covers a wide range of topics including management, marketing, finance, human resource management, operations, and entrepreneurship. Students develop critical thinking and problem-solving skills through practical case studies, group projects, and real-world business scenarios. By examining both theoretical concepts and applied techniques, the course prepares students for various leadership roles and decision-making responsibilities in diverse business environments.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor
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10 Chapters
711 Verified Questions
711 Flashcards
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Page 2
M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/28640
Sample Questions
Q1) Given the application of progressive human resources practices, what might an organization expect from its employees
A)higher compensation costs
B)lower dysfunctional behaviours
C)higher operating costs
D)lower unionization
Answer: B
Q2) All provincial HR associations have endorsed the CCHRA's national standards for granting the Canadian Human Resource Professional designation.
A)True
B)False
Answer: False
Q3) What is an HRIS
A)a computerized version of an HR system
B)a payroll and benefits processing method
C)a method of identifying new recruits
D)a computer-based system that tracks and manages employee data
Answer: D
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Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
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58 Verified Questions
58 Flashcards
Source URL: https://quizplus.com/quiz/28641
Sample Questions
Q1) What is a potential outcome of a science-based selection process
A)a significant number of qualified applicants
B)a defensible system with effective employees
C)a flexible, quick process that fits the organization's culture
D)a process that is comfortable and flexible for all employees
Answer: B
Q2) Validity is the degree to which observed scores are free from random measurement errors.
A)True
B)False
Answer: False
Q3) The goal of selection is to identify job candidates who have those attributes required for success on the job.
A)True
B)False
Answer: True
Q4) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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73 Verified Questions
73 Flashcards
Source URL: https://quizplus.com/quiz/28642
Sample Questions
Q1) A situation in which an employer, in good faith, adopts a policy or practice that has an unintended negative impact on members of a selected group is referred to as adverse effect discrimination.
A)True
B)False
Answer: True
Q2) Reasonable accommodation refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.
A)True
B)False
Answer: True
Q3) Which of the following is a prohibited ground of discrimination
A)education
B)tattoos
C)weight
D)colour
Answer: D
Page 5
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) "What would you do if a patient had an emergency medical problem you were not qualified to deal with and no physicians could be contacted " This is an example of a behavioural question that could be used in an interview for an LPN.
A)True
B)False
Q2) What job analysis technique would you use in a traditional organization where employees' tasks are routine
A)self-oriented analysis
B)work-oriented analysis
C)worker-oriented analysis
D)group-oriented analysis
Q3) Which concept describes the process of collecting information about jobs by any method for any purpose
A)organizational analysis
B)job analysis
C)work analysis
D)needs analysis
Q4) Describe one job analysis method.
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Chapter 5: Job Performance
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64 Verified Questions
64 Flashcards
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Sample Questions
Q1) Refer to Scenario 5-2.The managers at KM Contracting are not clear on the distinction between performance management and performance appraisals.Which of the following best defines performance management
A)a means to transform companies into results-oriented organizations
B)measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
C)organizational processes used to improve employee and organizational performance in the workplace
D)organizational processes that evaluate employee job performance
Q2) Refer to Scenario 5-3.What performance appraisal method are the hospitals using A)graphic rating scale
B)results method
C)behavioural anchored rating scale
D)ranking system
Q3) Which of the following is NOT a common type of counterproductive work behaviour
A)bullying
B)workaholism
C)presenteeism
D)tardiness
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Page 7
Chapter 6: Recruitment: the First Step in the Selection Process
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) According to the textbook, which of the following is NOT an external factor affecting recruitment
A)labour market
B)competition
C)sustainability
D)legislation
Q2) TS Inc.is a growing BC aviation company of 30 employees.The company requires an aircraft maintenance engineer.What would be the most effective recruitment method for reaching this applicant pool
Describe the specific methods you would use and their advantages.Discuss how you would address the disadvantages of your chosen methods.Describe the steps you would take if you are unable to recruit sufficient employees for the job.
Q3) Which of the following external methods is associated with the highest retention rates
A)referrals
B)employment agencies
C)university job fairs
D)professional associations
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Chapter 7: Selection I: Applicant Screening
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) What concept refers to the proportion of applicants who are hired for one or more positions
A)selection ratio
B)screening
C)efficiency
D)applicant pool
Q2) A weighted application blank is a form used by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information.
A)True
B)False
Q3) Before any screening tool is used, it should be reviewed with respect to human rights legislation.
A)True
B)False
Q4) What are screening procedures designed to do
A)reduce the number of job applicants
B)eliminate candidates less likely to perform the job effectively
C)decide which applicant should be offered the job
D)identify KSAOs required for top job performance
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Chapter 8: Selection 2: Testing
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Refer to Scenario 8-1.Which ethical issue is particularly relevant to drug-testing methods
A)privacy
B)discrimination
C)addiction
D)costs
Q2) Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task
A)performance
B)skill
C)proficiency
D)aptitude
Q3) Refer to Scenario 8-2.Which test method could Quantum Inc.use to test for telephone skills
A)integrity test
B)a telephone-based interview
C)a personality test
D)an emotional intelligence test
Q4) What is psychological testing, and how are psychological tests used
Q5) What is personality and what are two ways that personality can be measured
10
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Chapter 9: Selection 3: Interviewing
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Refer to Scenario 9-1.A past MOA applicant's résumé indicated that she had several years' experience as a medical library assistant.She was very personable during the interview, and the interview committee was extremely impressed by her familiarity with medicine and medical research.She was hired and then terminated within three months.What went wrong
A)The doctors reviewed and shortlisted the applicants.
B)The doctors doing the interview misunderstood what the position really involved.
C)The applicant's interview behaviour was given more weight than the required KSAOs.
D)The applicant's information was obtained and evaluated through several selection methods.
Q2) Serial interviews are also known as sequential interviews.
A)True
B)False
Q3) Interviews have been used in the termination of employees during a downsizing or "rightsizing" process.
A)True
B)False
Q4) Several elements contribute to a structured interview.Describe five of these.
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Page 11
Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) For an employment contract to be valid and enforceable there must be consideration.
A)True
B)False
Q2) In the multiple hurdle model, applicants must pass the minimum cutoff for each predictor, in turn, before being assessed on the next predictor.
A)True
B)False
Q3) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q4) Describe three selection decision-making models.What are the advantages of each
Q5) Employers welcome statistical approaches to selection decision making and use them widely.
A)True B)False
Q6) In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.
A)True
B)False
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