Human Capital Management
Chapter Exam Questions
Course Introduction
Human Capital Management explores the strategic approach to acquiring, developing, and optimizing an organizations workforce. This course examines the processes and practices involved in workforce planning, recruitment, talent development, performance management, and employee retention. Students will learn how human capital decisions align with organizational goals, drive productivity, and create a competitive advantage. Emphasis is placed on data-driven decision-making, diversity and inclusion, the impact of technology on HR practices, and the evolving roles of HR professionals in supporting business strategy.
Recommended Textbook
Strategic Staffing 3rd Edition by Jean M. Phillips
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Page 2
Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) Idiosyncratic jobs are ________.
A)created around a current or new employee's unique skills
B)created to fill an immediate hiring need
C)jobs that have been in an organization for over 20 years
D)jobs that are at the entry-level only
Answer: A
Q2) When business slows down,flexible workers are dismissed before core workers.
A)True
B)False
Answer: True
Q3) Companies that use the same recruiting strategies are likely to experience similar results.
A)True
B)False
Answer: False
Q4) An organization evaluating its staffing practices in as a result of a hiring discrimination lawsuit,is an example of proactive staffing.
A)True
B)False
Answer: False
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Chapter 3: The Legal Context
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Sample Questions
Q1) "All men are strong" is an example of which type of bias?
A)like-me bias
B)stereotyping
C)prejudice
D)ignorance
Answer: B
Q2) Contingent workers are part of a company's core workforce.
A)True
B)False
Answer: False
Q3) Affirmative action means ________.
A)proactive plans to ensure nondiscriminatory results in employment practices
B)employment practices are designed and used in a "facially neutral" manner
C)employers must meet quotas to ensure employee diversity
D)protection for employees against retaliatory discharge
Answer: A
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) A job task is a(n)________.
A)observable unit of work with a beginning and an end
B)set of related tasks that are repeated on the job
C)set of KSAOs
D)employee characteristic related to job performance
Q2) If the job of a loader exists to load packages on delivery trucks,the ability to safely lift and load packages onto a truck is a(n)________.
A)job description
B)desirable criteria
C)job grade
D)essential function
Q3) Formal job descriptions are best for young organizations that need flexible employees.
A)True
B)False
Q4) In an inductive job analysis,the main job duties and work tasks have been determined beforehand.
A)True
B)False
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Chapter 5: Forecasting and Planning
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Q1) If the proportion of high-potential applicants increases,the total number of applicants needed to generate the right number of the right quality of new hires decreases.
A)True
B)False
Q2) New salespeople at a retail store generate an average of $50,000 in profit their first year.In addition,the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent.This is worth an additional $20,000 to the company.The cost of hiring and training a new salesperson is expected to be $3,000 and $8,000 respectively.The salary for this position is $35,000.What is the return on investment of hiring an additional salesperson?
A)152%
B)163%
C)200%
D)143%
Q3) The internal labor market is critical in predicting future promotions,turnover rates and demographics of the employee base.
A)True
B)False
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Page 7
Chapter 6: Sourcing: Identifying Recruits
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Q1) What is global sourcing? Explain in brief the primary challenge of global sourcing.
Q2) The ongoing process of recruiting,evaluating,developing,and preparing employees to assume other positions in the firm in the future is ________.
A)a qualifications inventory
B)succession management
C)a job posting system
D)resume database building
Q3) Firms operating globally often need to give some latitude to their local managers to tailor their strategies and practices to meet the needs of their locations.This highlights the ________ aspect of global sourcing.
A)integration
B)differentiation
C)standardization
D)specialization
Q4) What is employee profiling? How can it be used to create a sourcing plan?
Q5) Explain the role of geographic targeting in the sourcing process.
Q6) What is meant by employee profiling in sourcing?
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Page 8
Chapter 7: Recruiting
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Sample Questions
Q1) A recruit's perception of the recruiter's knowledge has little impact on how attractive a job is.
A)True
B)False
Q2) What is the disadvantage of getting line managers to recruit for a firm?
A)They are not impartial in their recruitment choices.
B)They have to take time out from their actual jobs.
C)They are not competent enough to select recruits.
D)They cause applicants to have a negative image of the firm.
Q3) Recruiter behaviors generally do not influence applicant perceptions of organizational attributes.
A)True
B)False
Q4) Distributive fairness is the perceived fairness of the hiring or promotion outcome.
A)True
B)False
Q5) What are recruiter profiles and how are they used in staffing?
Q6) What is signaling and what role does it play during recruiting?
Q7) What is an organization's employer image and why is it relevant to staffing?
Page 9
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Chapter 8: Measurement
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Q1) False positives occur when a weak applicant is erroneously classified as being a good hire.
A)True
B)False
Q2) A normal distribution curve can represent measures of height,weight,math ability and typing skills.
A)True B)False
Q3) Criterion data is information about measures used to make projections about outcomes.
A)True
B)False
Q4) A task knowledge test in which a candidate is expected to score at least 75 out of 100 to advance to the next stage in the selection process is an example of a criterion-referenced measure.
A)True
B)False
Q5) Why is standardization crucial for effective measurement? What are the properties of a standardized measure?
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Chapter 9: Assessing External Candidates
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Q1) Which of the following statements is a UGESP guideline that pertains to candidate assessment?
A)No selection procedure measuring ability should closely approximate an observable work behavior.
B)The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity.
C)Abilities must be defined in terms of observable aspects of job behavior.
D)Knowledge must be defined in general terms not necessarily directly linked to the job.
Q2) Which of the following is a type of cognitive ability test?
A)mathematical reasoning
B)sensory skills
C)psychomotor skills
D)integrity tests
Q3) The return on investment from a new assessment method is the sum of the economic value of improved performance and the savings from avoiding bad hires.
A)True
B)False
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11
Chapter 11: Choosing and Hiring Candidates
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Q1) When an employee does not get a promotion,they are likely to feel low distributive fairness.
A)True
B)False
Q2) Deferring a new hire's start date can be an alternative to ________.
A)reneging
B)conducting a reference check
C)negligent hiring
D)using an assessment center
Q3) The best time to pursue workforce diversity is during ________.
A)candidate assessment
B)making a final choice
C)sourcing and recruiting
D)developing an Affirmative Action plan
Q4) List and describe two ways of combining candidates' scores on multiple assessments and discuss when each is most appropriate to use.
Q5) A written employment contract is considered to be an explicit employment contract. A)True B)False
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Chapter 12: Managing Workforce Flow
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Q1) Which of the following is true of voluntary turnover?
A)It occurs especially if employees' job duties are well-defined.
B)It has been proven that average performers are most likely to quit.
C)It reduces when the economy is good and vice versa.
D)It can be reduced by giving new hires a realistic job preview.
Q2) Which of the following are generally well received by employees?
A)reneging
B)buyout incentives
C)downsizing
D)layoffs
Q3) Asking for volunteers in a global mobility move can increase engagement and be a good fit for the employee.
A)True
B)False
Q4) Socialization programs help new employees understand the traditions of the company.
A)True
B)False
Q5) How is orientation different from socialization?
Q6) List and describe the six types of turnover.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) If a company identifies and tracks underrepresented candidates and employees and leverages the sources from which they were recruited,which of the following is most likely to be the company's key performance indicator?
A)expanding its business
B)providing equal pay
C)diversifying the workforce
D)diversifying business lines
Q2) Staffing technology improves the efficiency and effectiveness of the staffing function by ________.
A)reducing costs related to staffing for the entire organization
B)automating many of the steps of the staffing process
C)improving the strategic alignment of the staffing system
D)improving the quality of data used in calculating staffing metrics
Q3) Relying too heavily on résumé screening software can result in a firm overlooking highly qualified candidates who do not match specific criteria.
A)True
B)False
Q4) What is staffing evaluation and why is it important?
Q5) Describe a balanced staffing scorecard and how it is used.
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